While this claim is becoming less common, when it applies you want employment lawyers who are familiar with the law and who know how best to deal with (and, if necessary, defend) any such allegations/claims.

Ideally you will have a whistle-blowing policy, which requires your staff to raise concerns internally rather than to any of the prescribed external bodies. This should allow you to contain the allegations and help limit any negative PR.

The law now prescribes that any whistle-blowing has to be in the “public interest” and this can be a good way to seek to avoid liability, as it limits when such claims will apply.  

What’s key is how you treat any member of staff who “blows the whistle”.  Any detrimental treatment and/or dismissal can result in a claim.   Whistle-blowing claims are complex to defend, which only serves to make them costly and risky.

Sometimes employees use allegations of whistle-blowing when they don’t have the requisite two years’ service to claim unfair dismissal and/or to deflect from their own poor performance.  These situations need particular care to ensure you act appropriately and don't inadvertently create a claim.  Our expert employment lawyers are on hand to guide you through the steps to follow to ensure you minimise any risk.