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 dismissed the appeal in Uber BV and others v Aslam and others on 19 December 2018.
Updated to include information on the Court of Appeal decision in Timis and another v Osipov and another, concerning individual liability under whistleblowing protection 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.
In Kilraine v London Borough of Wandsworth, the Court of Appeal held that an "allegation" can contain "information" and the terms are not mutually exclusive for the purposes of the whistleblowing legislation.
Updated to reflect that NHS employers in England, Wales and Scotland may not discriminate against a job applicant because it appears that the applicant has made a protected disclosure.
Good practice guidance discussing the benefits of having effective whistleblowing arrangements, and guiding employers on how to introduce and manage a whistleblowing policy and procedure, encourage employees to raise concerns and ensure that concerns are dealt with appropriately.
HR and legal information and guidance relating to whistleblowing/Public interest disclosures.