Whistleblowing Advice for Individuals

If you are thinking about raising concerns, it is important to understand where you stand before taking any action. 

We can advise on whether your concerns are likely to qualify as a protected disclosure and how best to raise them. This includes guidance on who to report to, whether to do so internally or externally, and how to present your concerns clearly. 

Taking advice at this stage can help you avoid common pitfalls and reduce the risk of problems later on. 

If you have already raised concerns and things have become difficult, it is important to understand your legal protections. 

We advise on situations where employees experience negative treatment after whistleblowing, such as changes to role, exclusion, disciplinary action or dismissal. We can assess whether this may amount to unlawful detriment or automatic unfair dismissal. 

We also support you in deciding next steps, whether that is raising the issue internally, negotiating an exit, or pursuing a legal claim.

Whistleblowing claims can be complex, particularly where there are disputes about what was said and why decisions were made. 

We represent employees in Employment Tribunal claims for whistleblowing detriment and dismissal. We will assess the strength of your case, gather evidence and guide you through the process. 

Where possible, we also explore settlement options to achieve a practical resolution without the need for lengthy proceedings. 

In some cases, the best outcome might be to resolve matters and move on. 

We advise on negotiating exits following whistleblowing concerns. Our focus is on securing a fair outcome that reflects your position and protects your future career. 

We handle negotiations carefully and discreetly, ensuring your interests are properly represented.