A rise in workers “speaking out” about issues ranging from workplace safety to furlough fraud has led to legal whistleblowing guidance for employers from Thursfields Solicitors.
The leading Midlands law firm’s advice comes as the Covid-19 pandemic has highlighted concerns about the legal standing of those who make their concerns a public issue.
Lisa Kemp, an associate director in the Employment & HR Law team at Thursfields, explained it is not always obvious that a worker is whistleblowing, which is a technical area of law with lots of angles.
Ms Kemp said: “While this is a complex subject, if a whistleblowing complaint is not spotted or is mishandled, an employer may find themselves on the receiving end of costly litigation.
“It is therefore crucial to understand that whistleblowing, in broad terms, is a worker disclosing information about past, present or imminent wrongdoing in the workplace or an attempt to conceal the same – typically to their own employer or a regulator.
“The disclosure of information can be oral or in writing and need not be formal, which is why a whistleblowing complaint can be easy to miss.
“Workers disclosing such information must have a reasonable belief that doing so is in the public interest.
“A worker acting purely in self-interest will not be protected, although they could well be protected for blowing the whistle about breaches of individual employment rights where the disclosure is also in their own personal interest.”
Ms Kemp pointed out that whistleblowing legislation protects workers, including employees, from being subjected to any detriment on the grounds that they have made a “protected disclosure”.
Employees are further safeguarded because if the reason or principal reason for their dismissal is that they made a protected disclosure, that dismissal shall be regarded as automatically unfair.
She said: “This is crucial, and employers need to know that there is no cap on levels of compensation which can be awarded in such cases, where interim relief is also available in some circumstances.
“Organisations should therefore be encouraged to see effective whistleblowing procedures as part of their good governance strategy.
“Effective whistleblowing procedures can uncover hidden occupational issues, and dealing with a complaint promptly will help to avoid issues escalating, therefore mitigating litigation risk and reputational damage.
“Fostering an open culture can also create better working relationships with loyal employees more likely to make an internal report than complain externally or publicly.”
Ms Kemp added: “Prohibiting staff from speaking out is not allowed, and therefore any provision in an agreement, including a worker’s contract, trying to prevent whistleblowing will be void, as will non-disclosure agreements seeking to gag workers making protected disclosures.
“We have a team of experienced lawyers who can support businesses by providing bespoke management training and drafting effective policies, and we also undertake investigations and defend whistleblowing claims.”
Any company or organisation needing more guidance on whistleblowing can contact Ms Kemp at email@example.com or by calling 0345 20 73 72 8.
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For further information, please contact:
Dani James, Business Development Manager, Thursfields Solicitors
Tel: 01905 677066
ASAP PR – 07990 978257.
Twitter – @Thursfields
LinkedIn – www.linkedin.com/company/thursfields
Notes to Editors
Thursfields Solicitors is one of the region’s longest established and reputable law firms, with more than 140 staff in five offices across Worcestershire and the West Midlands. Thursfields Solicitors provides a full range of legal services to business and the private individual, including property, family, employment and commercial law as well as probate and litigation. The firm has offices in Worcester, Kidderminster, Halesowen, Solihull and Birmingham.