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The Public Interest Disclosures (Whistle-blowing) Act 1988 protects staff reporting wrong doing. Under certain circumstances employees are protected from termination of employment or detriment if they disclose information about the organisations for whom they work. These circumstances qualifying disclosure are those whereby an employee of the company has committed a ‘relevant failure’ by undertaking one or more of the following:

  • committing a criminal offence

  • failing to comply with a legal obligation

  • a miscarriage of justice

  • endangering the health and safety of an individual

  • environmental damage

  • concealing information relating to any of the above


In the first instance you should report to your line manager, who will treat the situation with complete confidence. If the response is not satisfactory, you should raise the issue to the appropriate official regulatory body.

Anyone found to afford detrimental treatment to a colleague who has made a qualifying disclosure will be subject to disciplinary action. Similarly, if it is found that the report was given was invoked for malicious reasons you will be liable to immediate termination of employment or sanctions appropriate to the circumstance.




* This policy will be reviewed on an annual basis and any revisions briefed to personnel

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