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Updates
The Enterprise and Regulatory Reform Act 2013, which came into force on 25 June 2013, introduced a number of important changes to whistleblowing laws in the UK:
- The whistleblower must reasonably believe the disclosure to be in the public interest. This means that employees will generally be precluded from being able to blow the whistle about breaches of their own employment contract.
- The disclosure is no longer required to be in good faith but if it is not, compensation can be reduced by up to 25 percent.
- Workers can now be personally liable for victimising colleagues who have blown the whistle and employers can be vicariously liable for their workers' unlawful behaviour.
Many of these changes extend the protection available to whistleblowers and so employers should review their whistleblowing policies to ensure compliance with the current legislation.
The material contained in this communication is informational, general in nature and does not constitute legal advice. The material contained in this communication should not be relied upon or used without consulting a lawyer to consider your specific circumstances. This communication was published on the date specified and may not include any changes in the topics, laws, rules or regulations covered. Receipt of this communication does not establish an attorney-client relationship. In some jurisdictions, this communication may be considered attorney advertising.
