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Whistleblowing: Worker's 'reasonable belief' need not be factually correct

This report relates to 1 case(s)

In Babula v Waltham Forest College [2007] IRLR 346 the Court of Appeal held that to qualify for protection from detriment or dismissal for whistleblowing, a worker must hold a "reasonable belief" that the information disclosed tends to show that a criminal offence will be committed or that there will be non-compliance with a legal obligation. However, provided that the worker's honest belief is reasonably held, protection will not be lost merely because he or she is mistaken about the existence of such a criminal offence or legal obligation.