Whistleblowing can often contain elements of Grievance and it is important to distinguish between the two as the process is different for each

The basic legal position is set out below, however best practice and your policies usually give employees more protection and rights than minimum legal requirements.




Risk to others – raising concerns about wrongdoing, risk or malpractice that you witness


Risk to self – typically about how you exclusively are being treated and not the treatment of others

Public interest – public interest, may not even affect you, but will have wider implications on the public


Types of issues – about things you are asked to do about your job or how you are treated

Process – there is no set process for investigating whistleblowing, but there is good practice guidance


Process – ACAS has set out Codes of Practice in relation to discipline and grievance procedures

Confidentiality – your employer should respect your wish for confidentiality.


Feedback – you may never know the outcome of a whistleblowing concern


Outcome – about a legal outcome, an apology, a payment due, or change to the working practices

Appeal – there is no general right to appeal


Appeal – you have the right to appeal

There is also no right to be accompanied to a meeting


Support – you have the right to be accompanied

Primary Care Networks (PCNs)

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