Whistleblowing
Speaking up about serious wrongdoing at work takes courage. If you’ve raised serious wrongdoing (“protected disclosures”) or are thinking about it, you have important rights. UK law protects whistleblowers from dismissal, demotion, bullying, and other negative treatment. Our job is to help you stay protected, make informed decisions, and act quickly if you’ve already faced retaliation. If you're unsure where you stand, speak to our whistleblowing solicitors for clear, confidential advice.
Checking if your disclosure is protected
We assess whether your concerns meet the legal definition of a protected disclosure and qualify under UK whistleblowing law. We will then explain eligibility, public interest, and rule-of-law requirements.
Helping you frame your disclosure
We draft or review wording to maximise legal protection, safeguard confidentiality, and minimise risk of identification, breach, or unintended consequences.
Advising on how and where to report
We advise on internal, regulatory, or external routes, including prescribed persons, anonymous options, and the best timing for your situation.
Bringing a claim if needed
If you’ve experienced detriment or automatic unfair dismissal claims, we will represent you in the Employment Tribunal and pursue remedies, including compensation, reinstatement or interim relief.
Related claims strategy
We often handle connected claims, such as discrimination, victimisation, breach of contract or unpaid wages, making sure your legal position is consistent and strong.
Supporting you through investigations
We stay by your side during internal reviews, regulatory investigations or police interest, advising on documents, interviews, confidentiality, and media exposure.
Questions we’re often asked
It’s information you raise about wrongdoing that meets the legal definition of whistleblowing and is made in the public interest.
No. If your disclosure qualifies, any dismissal is automatically unfair and other forms of mistreatment are also unlawful.
No. Protected disclosure claims don’t require any minimum length of service.
That depends. We’ll help you assess the safest and most effective option based on your situation and the risks.
Often yes, but anonymity can’t always be guaranteed. We can help you explore safer ways to raise issues.
You could claim compensation, reinstatement, interim relief, or a formal declaration from the Tribunal.
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