The House of Commons Committee of Public Accounts has published its report on whistleblowing. In summary the report finds that many concerns go unreported in respect of public service delivery, and the intelligence that does exist is not routinely collected and shared. The Committee believes it is essential that employees have trust in the system for handling whistleblowers, and confidence that they will be taken seriously, protected and supported by their organisations if they blow the whistle. Key recommendations include the following (which can also be read across to whistleblowing procedures in the private sector):
– Whistleblowers must be protected, supported and have their welfare monitored.
– A route map should be provided to all employees that clarifies suitable internal and external reporting routes.
– Have clear arrangements for timely reporting back to whistleblowers on how their concerns have been addressed.
– Publicise to the workforce and tell the whistleblower about changes that have been made to processes and policies as a result of whistleblowing.
– Report on the effectiveness of whistleblowing arrangements in the Annual Report and Accounts.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.