Editor's message: There are a range of circumstances in which employees may make an employment tribunal claim where they have been subjected to a detriment, for example in relation to jury service, a refusal to do shop and betting work on Sunday, working time, reasons related to recognition or derecognition of a trade union, family-friendly rights or making a protected disclosure. See Statutory rights with no qualifying period.
Our Good practice manual > Protecting the business > whistleblowing provides practical guidance for employers on reducing the risk that employees will experience a detriment for blowing the whistle.
Recent changes have brought student nurses and student midwives into the scope of the whistleblowing legislation and introduced an updated list of prescribed persons and bodies. You can keep up to date with Employment law manual > Public interest disclosures > Whistleblowing > Future developments.
Susan Dennehy, employment law editor
Updated to include information on the Advocate General's opinion in Parris v Trinity College Dublin and others, concerning a same-sex partner's entitlement to a survivor's pension.
Education England recently introduced whistleblowing protection for junior doctors. This forms part of a growing trend towards increased protection for those who make disclosures, argues Sean Dempsey from Lewis Silkin.
This chapter of the Employment law manual has been updated to cover the key points of the new whistleblowing rules for the finance sector that came into force on 7 September 2016.
Updated to include information on McTigue v University Hospital Bristol NHS Foundation Trust, concerning the treatment of the hirer of an agency worker as an employer, and on Royal Mail Group Ltd v Jhuti, relating to the motivation of the individual dismissing the whistleblower.
Recent whistleblowing legislation changes have not made it easier for employees to disclose wrongdoing without risking accusations of disloyalty or damaging their career prospects, says Beverley Sunderland. She looks at how employers can better support a whistleblowing culture.
In McTigue v University Hospital Bristol NHS Foundation Trust, the Employment Appeal Tribunal (EAT) explored the rights of agency workers to blow the whistle and set out guidance to assist tribunals.
The Employment Appeal Tribunal (EAT) has held that where the terms of an engagement have been substantially determined by both the employer agency and the end user, both are capable of being the individual's employer for the purposes of the whistleblowing legislation.
Updated to include information on Regulations that will align the timing of the increase in minimum pensions auto-enrolment contribution levels with the beginning of the tax year.
We discuss a number of recent cases that concern NHS employers but that could also apply more widely.
HR and legal information and guidance relating to protection from detriment.