{"id":204,"date":"2013-06-06T14:29:29","date_gmt":"2013-06-06T14:29:29","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blogsite\/?p=204"},"modified":"2022-07-18T15:22:11","modified_gmt":"2022-07-18T14:22:11","slug":"important-changes-to-whistleblowing-laws-and-new-protection-for-political-beliefs","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/important-changes-to-whistleblowing-laws-and-new-protection-for-political-beliefs\/","title":{"rendered":"Important changes to whistleblowing laws and new protection for political beliefs"},"content":{"rendered":"<p><a href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg\"><img fetchpriority=\"high\" decoding=\"async\" class=\"alignleft size-medium wp-image-1295\" src=\"https:\/\/www.tayloremmet.co.uk\/blogsite\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg\" alt=\"\" width=\"300\" height=\"300\" srcset=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-300x300.jpg 300w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE-150x150.jpg 150w, https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/2016\/09\/TE.jpg 400w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/a>You will be aware that there has been on-going consultation in various aspects of employment law over the last 12 months. Of these changes, one of the most interesting, and possibly the one which has gone under the radar of most people, is that the two-year qualifying period for unfair dismissal will <span style=\"text-decoration: underline;\">not<\/span> apply where the reason for the dismissal is, or relates to, the employee&#8217;s <b>political opinions or affiliation<\/b> (where the effective date of termination is after 25th June 2013).<\/p>\n<p>This is not a new form of automatic unfair dismissal but is a hybrid situation where the employee&nbsp;can claim unfair dismissal without a qualifying period. It arises out of previous litigation about whether political beliefs such as BNP membership are protected by employment law and a finding that the UK regime did not properly protect employees from dismissal for political beliefs, contrary to EU law. In practice, most cases will probably involve extreme political beliefs because it is less likely someone would allege they were dismissed by their employer for being a supporter or member of a mainstream political party. This should make for some interesting test cases and headlines.<\/p>\n<p><b>Also, from 25 June 2013, there are some changes to whistleblowing protection:<\/b><\/p>\n<p>A worker who makes a \u201cprotected disclosure\u201d is protected from suffering a detriment or being dismissed if the principal reason for the detriment or dismissal is that the disclosure was made. Currently, a disclosure must, in order to be protected and in summary, relate to information which, in the reasonable belief of the worker making it, tends to show that one or more of 6 specified types of malpractice has taken place or is likely to take place. The wrongdoing can be past, present or merely alleged.<\/p>\n<p>One of the specified types of malpractice is a \u201cbreach of a legal obligation\u201d and this has been interpreted very broadly in case law to include an allegation that a person\u2019s own contract of employment has been breached. However, the main reason why whistleblowing legislation was originally brought in was to protect disclosures about facts or situations affecting employees or third parties where there was some element of public (rather than private) interest and the legality of a person&#8217;s private contract of employment doesn&#8217;t naturally fit within this. Therefore, case law on this point was a surprising extension to the scope for protection.<\/p>\n<p>With effect from 25 June 2013, legislation is being amended so that any disclosure must be \u201cin the public interest\u201d and, whilst not defined, it is likely to mean that it must affect a class of people and not just one individual. This will significantly limit the scope of protection. We see many severance negotiations where an individual asserts that there was a protected disclosure arising from an allegation that their contract had been breached. This is often in circumstances where, without a protected disclosure element to the claim, the claimant does not have sufficient qualifying service to proceed with a normal unfair dismissal claim or the compensation cap would significantly limit the potential value of the claim. This is because, in a valid protected disclosure claim, there is no cap on compensation and there is no requirement of qualifying service to bring a claim.<\/p>\n<p>Whilst the changes limit scope for protection in this respect, other changes broaden protection. This is because, currently, there is a requirement that any disclosure is made \u201cin good faith\u201d.&nbsp; From 25 June 2013, disclosures which are made in bad faith (for example, motivated by money or spite) may also qualify. This would not permit an employee to make a disclosure solely so that they can circumvent the normal 2 year qualifying period for bringing an unfair dismissal claim because they would still need to satisfy the tribunal that they \u201creasonably believed that the disclosure was in the public interest\u201d. However, subject to this, we may start to see qualifying disclosures even where they are made purely in the hope of pay off. A tribunal can reduce compensation by up to 25% if they find that a disclosure was made in bad faith but the difficulty is proving that it was made in bad faith &#8211; this is a subjective assessment.<\/p>\n<p>Finally, one other key point to note is that employers will now be vicariously liable&nbsp;for the actions of&nbsp;employees who treat detrimentally a colleague who has blown the whistle.&nbsp; Whilst this change is coming into force at a later date (rather than 25 June), it is important that your employees are aware of the protection given to someone who makes a protected disclosure and, in particular, that they understand that whether that person made the disclosure in good faith or not, they should not be subjected to a detriment because of it.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>You will be aware that there has been on-going consultation in various aspects of employment law over the last 12 months. Of these changes, one of the most interesting, and possibly the one which has gone under the radar of most people, is that the two-year qualifying period for unfair [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4623,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-204","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorised"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Important changes to whistleblowing laws and new protection for political beliefs | Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/important-changes-to-whistleblowing-laws-and-new-protection-for-political-beliefs\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Important changes to whistleblowing laws and new protection for political beliefs | Blogs\" \/>\n<meta property=\"og:description\" content=\"You will be aware that there has been on-going consultation in various aspects of employment law over the last 12 months. Of these changes, one of the most interesting, and possibly the one which has gone under the radar of most people, is that the two-year qualifying period for unfair [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/important-changes-to-whistleblowing-laws-and-new-protection-for-political-beliefs\/\" \/>\n<meta property=\"og:site_name\" content=\"Blogs\" \/>\n<meta property=\"article:published_time\" content=\"2013-06-06T14:29:29+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-07-18T14:22:11+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/religion_employment_law_bckg-2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"500\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Taylor Emmet\" \/>\n<meta name=\"twitter:card\" 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