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Posted on 9 January 2012 by Conybeare Solicitors


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The Court of Appeal has confirmed that it is easier for claimants to succeed with detriment claims than automatically unfair dismissal claims under whistleblowing legislation. A “detriment” is a disadvantage an employee has suffered because they have “blown the whistle” (for example, being over looked for a promotion or disciplined). This case highlights the importance of having a whistleblowing policy in place and of providing information and training to managers on how to recognise, and properly deal with, a whistleblowing situation.

This checklist outlines the protection given to whistleblowers at work under English law.