Whistleblowing is the term used when a worker passes on information concerning wrongdoing, which is called “making a disclosure” or “blowing the whistle”. The wrongdoing will typically (although not necessarily) be something they have witnessed at work.
To be covered by whistleblowing law, a worker who makes a disclosure must reasonably believe two things and the employer or receiving organisation must manage the disclosure in accordance with the law that is set out in the Employment Rights Act 1996 and Public Interest Disclosure Act (PIDA) 1998.
This legislation allows for a worker to take a case to an employment tribunal if they have been victimised at work or lost their job because they have ‘blown the whistle’.
There have been numerous cases where this has not been done properly and it has resulted in the employer facing litigation, claims for compensation and receiving adverse publicity so it is vital that anyone who may be involved in managing whistleblowing does so in accordance with the law and considers the safety of the whistleblower to prevent this from happening.
This practically based training event rounds off the whistleblower training. The whole day is given over to practical exercises, using role-players to put the theory into practice. Delegates will be faced with a number of realistic situations involving a whistleblower and they will be required to manage the situation. The scenarios are very realistic and tailored to the exact needs of the client. Throughout the day, there are regular debriefs to examine the issues and to ensure that staff feel as confident as they can for their return to the workplace.
This course covers the following areas:
- Dealing with initial reports and assessing whistleblowers.
- Debriefing to obtain maximum information.
- Confidentiality issues.
- Dealing with an exposed whistleblower.
Delivered on an in-house basis