The Employment Rights Act 1996 as amended by the Public Interest Disclosure Act 1998 governs the making of disclosures concerning workplace activities and is intended to protect employees who profess from being subject to any detrimental or unfair treatment as a result.
This comprehensive policy sets out the terms on which your policy encourages staff to speak up, ensuring their views are listened to. If implemented inline with the explanatory notes, a whistleblowing policy can also prove useful as a risk management strategy – that is, a way to spot potential pitfalls before they happen.
This policy aids compliance with your obligations under the Employment Rights Act and other employment legislation. It sets out good, honest work ethics and guidance within relevant legislation and ensures that all employees know the steps they must take if they encounter malpractice. The document is addressed to your staff, so that compliance really happens. Of course, some explanation and education is advised. |
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Covers a wide range of issues from criminal offences to the protection of the environment endangerment of health & safety of any individual and deliberate concealment;
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Doubles as a whistleblowing policy to prevent malpractice by staff and also as a risk management policy in that it could help to prevent larger scale mischief from happening;
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Provides both you and your employees with an easy reference as to raising concerns in the workplace;
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Document and explanatory notes in plain English. |
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| Employment documents |
| January 23, 2012 |
| Section 230(2) of the Employment Rights Act 1996 defines the employment agreement as contract of service or apprenticeship. The line of demarcation between contract of service an... read more |
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| Website terms and conditions |
| January 13, 2012 |
| The e-commerce Regulations came into force in August 2002 and incorporated the European E-Commerce Directive into UK law. The principal object of the law is to regulate e-commerc... read more |
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