Employers cannot afford to ignore the Protected Disclosures Act 2014 (the ‘Act’). While the redress provisions for employees who have been penalised are significant with the possibility of compensation of up to five times an employee’s pay, penalties under this Act are avoidable if employers take practical steps to manage communications regarding wrongdoing in the workplace and react appropriately to workers who make disclosures which are deemed to be protected under the Act.
An example of how a claim under the Act can arise:
Employers should ensure that no matter what information is disclosed or allegations made, that there is no link between that disclosure and any adverse treatment of workers such as demotion, transfer of duties, unfair treatment, or the threat of reprisal.
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