Editor's message: “Whistleblowing” is when a worker discloses information relating to malpractice or wrongdoing in his or her workplace.
Workers who blow the whistle are protected under whistleblowing legislation from being victimised or dismissed, provided that their disclosure meets certain criteria and they genuinely and reasonably believe that their disclosure was in the public interest.
While case law and statute have not provided absolute rules as to what counts as being “in the public interest”, courts and tribunals have tended to give a liberal interpretation to the phrase. In Chesterton Global Ltd and another v Nurmohamed  IRLR 837 CA, the Court of Appeal held that a worker’s disclosure relating to a breach of the employment contracts of 100 managers of a national estate agency, was made in the public interest and protected under the whistleblowing legislation.
Whistleblowing claims can be costly and damaging to your organisation's reputation. Dismissals for blowing the whistle are automatically unfair and there is no minimum service requirement for bringing a claim and no roof to the compensation that a tribunal can award.
Developing and promoting a clear and robust policy for your workers to raise their concerns about wrongdoing can help your organisation to minimise the risk, as well as assist you in dealing with whistleblowing claims effectively.
Fiona Cuming, employment law editor
Updated to reflect that the Court of Appeal heard the appeal in Kostal UK Ltd v Dunkley and others on 22 May 2019.
Although 35% of UK businesses have no system in place for whistleblowing, a comparison with other economically similar nations in Europe shows that the UK is ahead of the curve.
Updated to reflect the European Parliament's approval of a proposed Directive to strengthen whistleblower protection.
The government is being urged to adopt new EU whistleblowing legislation, to avoid the risk of UK whistleblowers being left behind with out-of-date law.
Consultant editor Darren Newman considers whistleblowing in the NHS, focusing on the public interest test and the danger of working on the basis that an allegation is malicious.
In Ibrahim v HCA International Ltd, the Employment Appeal Tribunal (EAT) held that the worker's complaint that false rumours had been spread about him is an allegation of defamation and a disclosure of information that tends to show a breach of a legal obligation under the whistleblowing provisions.
In Timis and another v Osipov and another, the Court of Appeal held that, under s.47B of the Employment Rights Act 1996, an employee may bring a whistleblowing claim for dismissal-related detriment against a fellow worker.
Whistleblowing support charity Protect celebrates its 25th anniversary with a benchmarking tool that aims to help organisations build trust and improve employees' ability to air public interest concerns. Adam McCulloch reports.
Two individual directors have been held liable for the unfair sacking of a whistleblower for the first time, in a case that will reverberate loudly through boardrooms.
Ofgem has been accused by two whistleblowers of exploiting national security laws to prevent them airing concerns over projects involving billions of pounds.
HR and legal information and guidance relating to whistleblowing/Public interest disclosures.