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0207 118 0950 | info@reculversolicitors.co.uk
Employment Solicitors & Lawyers in London. 'Excellent' on:

Whistleblowing and Protected Disclosures

We are Whistleblowing Solicitors and Protected Disclosure Solicitors in London:

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To bring a whistleblowing claim under s43A-K Employment Rights Act 1996:

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One:  The worker must make a disclosure of ‘information’ either verbally or in writing. In Cavendish Munroe Professional Risks Management Ltd v Geduld [2010] IRLR 38 the EAT held that to qualify as a protected disclosure, ‘information’ must be disclosed, not simply an allegation or a concern.

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In Kilraine v London Borough of Wandsworth [2018] EWCA Civ 1436, the Court of Appeal held that, for an  ‘allegation’ to also constitute “information” it has to have a sufficient factual content and specificity such as is capable of tending to show one of the matters listed in the legislation.

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The EAT has given the following example: ‘communicating ‘information’ would be ‘the wards have not been cleaned for the past two weeks. Yesterday sharps were left lying around’. Contrasted with that would be a statement that ‘You are not complying with Health and Safety requirements’. In our view this would be an allegation not information’.

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Two: The disclosure must relate to one of six types of prescribed failure:

(1)      Criminal offences;

(2)      Breach of any legal obligation;

(3)      Miscarriages of justice;

(4)      Danger to the health and safety of any individual;

(5)      Damage to the environment; and

(6)      Concealing information (deliberately) about the above malpractice.

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Three: The Worker must reasonably believe that the information tends to show one of those failures.

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Four: The Worker must reasonably believe that the disclosure of information is ‘in the public interest’?

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Five: The worker must make the disclosure to his or her employer or a prescribed person (normally the employer).

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Six: The worker then needs to be able to satisfy a Tribunal that he or she suffered a detriment or dismissal because of the Protected Disclosure, and not for any other reason.

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It is unlawful to subject an employee to a detriment as a result of making a protected disclosure or to dismiss the employee as a result of making a protected disclosure.

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Normally employees cannot claim unfair dismissal if they have less than two years service. However if they are dismissed as a result of making  a Protected Disclosure, they don’t need two years service and can claim Automatic Unfair Dismissal.

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Such claims can be quite technical in nature, and are sometimes difficult to prove.

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Contact us today to discuss this further.

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    Copyright - Reculver Solicitors
    Reculver Solicitors Ltd (Company No. 6910066)
    1st Floor, 330 High Holborn, London, WC1V 7QT.
    Tel: 0207 118 0950
    Fax: 0207 477 2276
    Email: info@reculversolicitors.co.uk
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