Public Concern at Work have published Whistleblowing: the inside story, together with the University of Greenwich, which analyses the experiences of 1,000 whistleblowers. The report follows the whistleblower’s journey, starting with the type of concern they have, the reactions they expect and experience from colleagues and managers, through to when they call for advice. The evidence shows that the typical whistleblower is a skilled worker or professional who has been working for less than two years, who is concerned about wrongdoing that is on-going and affects wider society, and has been occurring for less than six months. Other key findings are: (i) 83 % of workers blow the whistle at least twice, usually internally; (ii) 74% of whistleblowers say nothing is done about the wrongdoing; (iii) 60% of whistleblowers receive no response from management, either negative or positive; and (iv) the most likely response is formal action (disciplinary or demotion) (19%).
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.
