Whistleblowing isn’t only an issue for the healthcare sector. The majority of claims made under the Public Interest Disclosure Act 1998 (PIDA) — the law that aims to protect whistleblowers from negative treatment or unfair dismissal — were from the private sector employers.
Either way, whistleblowing is becoming more common as the whole workplace culture changes in the wake of high-profile sexual harassment and bullying cases, and with an erosion in the levels of trust in senior leaders more generally. Employees feel in a stronger position, that they have a moral right, that there’s less of a taboo against talking about an employer.
And employers keep getting it wrong. Even in the NHS, where the whistleblowing issue is more top of mind for senior management. BBC Newsnight recently ran an investigation into University Hospitals Birmingham where there were accusations of recriminations against staff who had spoken out about their concerns.
Even though PIDA has now been in force for 24 years now, imposing clear legal guidance and protection for whistleblowers exposing illegal or potentially damaging practices, it’s debatable whether there’s yet a full understanding or appreciation of the status of the whistleblower.
HR, and managers more generally, can still be guilty of apathy and confusion - essentially seeing whistleblowing employees as troublemakers, trying to assert personal agendas, acting in ways that make their employment untenable. It’s a dangerous situation given...
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