The laws around whistleblowing were introduced to provide a means by which employees (and other individuals) could raise concerns about business practices which they were concerned about. But case-law shifted the emphasis from matters which would be in the public interest to matters which were all about the individual.
In turn that has perhaps led to some cynicism amongst employers that any whistleblowing is actually a tactic by an employee to leverage something for themselves. A lack of knowledge, confidence and/or trust can lead to defensiveness or panic when a whistleblowing concern is submitted. This session will explore what you should do (and not do!) upon receipt of a whistleblowing complaint, looking at practical matters as well as the legal protections of the individual.
Since the introduction of the Public Interest Disclosure Act 1998 there have been a number of changes relating to bad faith and the definition of public interest. At this session we will consider these matters together with the following:
- What qualifies as a protected disclosure,
- Detriments and dismissals due to making a protected disclosure,
- How to deal with a protected disclosure; and
- What not to do when an employee raises a protected disclosure.
How to register your place:
Please email your name and contact details to email@example.com or call us on 020 7065 1871.