The term whistleblowing can be defined as someone raising a concern about a wrong doing within their organisation. The concern must be a genuine concern about a crime, criminal offence, miscarriage of justice, dangers to health and safety and of the environment.
If workers bring information about a wrongdoing to the attention of their employers or a relevant organisation, they are protected in certain circumstances under the Public Interest Disclosure Act 1998. This is commonly referred to as 'blowing the whistle'. The law that protects whistle-blowers is for the public interest - Blowing the whistle is more formally known as 'making a disclosure in the public interest'.
Whistle Blowing is:
Qualifying disclosures are disclosures of information where the worker reasonably believes (and it is in the public interest) that one or more of the following matters is either happening, has taken place, or is likely to happen in the future.
Expert employment solicitor Paul Jackson answers some questions and explains the rules around whistle-blowing.
Workers generally is pretty wide it would include trainees apprentices it could even be self-employed people who are working to the NHS for example, but certainly all standard employees and more.
A protected disclosure is a statement or a concern phrase that contains real information about what it is that the concern is, that falls into the categories we've discussed before health and safety, damaged to the environment, breach the legal obligation, criminal activity, miscarriage of justice or cover-up many of those things. That’s then disclosed to an appropriate person like someone more senior at work, for example your line manage or your new boss or possibly the person who is deals with whistleblowing or if you had a specified person at work, can even be other made a disclosure that kind made to an outsider, like the solicitor or an official in the Health and Safety Executive for example so it's pretty wide