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Nov 5, 2019 · In a business context, a whistleblower is an employee or insider who reports illegal, immoral, and other serious wrongdoings at their workplace, such as corruption. Whistleblowing can happen within an organization or outside of it — for example, by alerting the media.
- What is whistleblowing?
- What are an employer’s responsibilities in regards to whistleblowing?
- Communicate policy and procedure
- Disclosure or grievance?
- Is there a standard whistleblowing policy?
- Promoting a policy and making sure it is easily accessible
- Deciding how to deal with the whistleblowing disclosure
- Dealing with disclosures
- What happens when a worker blows the whistle to someone other than their employer?
- Confidentiality
- Whistleblowing Code of Practice
Whistleblowing is the term used when a worker passes on information concerning wrongdoing. In this guidance, we call that “making a disclosure” or “blowing the whistle”. The wrongdoing will typically (although not necessarily) be something they have witnessed at work. To be covered by whistleblowing law, a worker who makes a disclosure must reasona...
As an employer it is good practice to create an open, transparent and safe working environment where workers feel able to speak up. Although the law does not require employers to have a whistleblowing policy in place, the existence of a whistleblowing policy shows an employer’s commitment to listen to the concerns of workers. By having clear polici...
Having a policy is a good first step to encourage workers to blow the whistle but each organisation needs to let its workers know about the policy and make sure they know how to make a disclosure. Some organisations choose to publicise their policy via their intranet or through a staff newsletter. If an organisation recognises a trade union it migh...
Sometimes an employee believes they are blowing the whistle when, in fact, their complaint is a personal grievance. Workers who make a disclosure under an organisation’s whistleblowing policy should believe that they are acting in the public interest. This means in particular that personal grievances and complaints are not usually covered by whistl...
There is no one-size-fits-all whistleblowing policy as policies will vary depending on the size and nature of the organisation. Some organisations may choose to have a standalone policy whereas others may look to implement their policy into a code of ethics or may have ‘local’ whistleblowing procedures relevant to their specific business units. A l...
It’s no good having a policy in place if no one knows about it. Actively promoting a policy shows the organisation is genuinely open to hearing concerns from its staff. Managers and leaders in the organisation can also promote a policy in the way they behave at work. Conduct and written policies will help to create an open culture, which will incre...
Where a worker feels able to do so they may make a disclosure to their immediate manager who will be able to decide whether they can take forward the disclosure or whether it will require escalation. An organisation will need to equip managers with the knowledge and confidence to make these judgements. A whistleblowing policy and training can help ...
Once a disclosure has been made it is good practice to hold a meeting with the whistleblower to gather all the information needed to understand the situation. In some cases a suitable conclusion may be reached through an initial conversation with a manager. In more serious cases there may be a need for a formal investigation. It is for the organisa...
Ideally workers will feel able to make a disclosure to their organisation. Good policies and procedures for handling whistleblowing will help encourage this. However, there may be circumstances where they feel unable to. There are other ways, some of which are set out in law, that a worker may make a disclosure without losing their rights under whi...
There may be good reasons why a worker wishes their identity to remain confidential. The law does not compel an organisation to protect the confidentiality of a whistleblower. However, it is considered best practice to maintain that confidentiality, unless required by law to disclose it. Managers dealing with whistleblowing concerns should be brief...
It is important that employers encourage whistleblowing as a way to report wrongdoing and manage risks to the organisation. Employers also need to be well equipped for handling any such concerns raised by workers. It is considered best practice for an employer to: Have a whistleblowing policy or appropriate written procedures in place Ensure the ...
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Dec 10, 2021 · Aiyesha Dey and Jonas Heese discuss how companies benefit from whistleblowers and steps regulators could take to empower them. The stakes are high for employees who report potential malfeasance at their companies.
Whistleblowing is the action someone takes to report wrongdoing at work that affects others. For example, it could affect the general public. Legally this is known as 'making a disclosure in the public interest'.
Sep 26, 2023 · Whistleblowers play a critical role in exposing wrongdoing in an organisation. They come forward to report unethical or illegal activities that would otherwise go unnoticed. This not only helps to maintain the integrity of the organisation but also ensures that the public’s trust is not compromised.
Dec 27, 2021 · We demonstrate how whistleblowers who leave their role as a result of speaking out can lose both the financial and temporal resources necessary to redevelop their livelihoods post-disclosure. We also show how associated costs involving significant legal and health expenditure can rise.
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Whistleblowing - what it is, who to tell, what to expect and how to complain if you're treated unfairly
