Whistleblowing protections under the PIDA take effect from the commencement of employment/engagement. There is no waiting or qualifying period for new employees.
A whistleblower who suffers a detriment, is dismissed or victimised as a result of making a protected disclosure may have the right to bring a claim against their employer in an employment tribunal. There is no financial cap in whistleblowing claims and no requirement for a minimum period of service.
It is good practice to have a whistleblowing policy in place. For financial services firms regulated by the FCA, a whistleblowing policy is mandatory.
Firms with a presence in Europe should also be aware of and compliant with the European Whistleblowing directive which may mean that it is subject to more onerous requirements.
On April 9, 2026, we issued an update on President Trump’s March 26, 2026 Executive Order, Addressing DEI Discrimination by Federal Contractors, warning that the EO’s False Claims Act enforcement ...