The law protects you when you report wrongdoing at work and are dismissed or disadvantaged in some way as a result. Our employment solicitors will advise you on the best course of action.

Employment law protects whistleblowers. If you make a disclosure and are then adversely affected because of the disclosure, you might be entitled to redress.

To be a protected disclosure the information disclosed must, in your reasonable belief, show that one or more of the following has taken place, is taking place or is likely to take place:

• a criminal offence
• a breach of any legal obligation
• a miscarriage of justice
• damage to the environment
• danger of the health or safety of any individual
• the deliberate concealing of information about any of the above

You must also reasonably believe that the disclosure is in the public interest.

The disclosure should usually be made to your employer but disclosures to some other specific bodies may be permitted when more stringent conditions are met.

Whistleblowing may result in dismissal, demotion or other negative impacts on your career, but if the legal requirements are satisfied, you may have a potential claim.

For unfair dismissal claims, you are not required to have a minimum period of continuous service with your employer (which is generally two years) and there is no cap on the compensation award.

In deciding whether to blow the whistle on your employer there are of course practical as well as legal considerations. We have the knowledge and sensitivity to guide you throughout and advise you on the potential impact of your actions.

To talk about whistleblowing, please contact one of our experts today.