Raising concerns with your employer about something that you believe they or perhaps a manager is doing wrong can be a daunting prospect. You may fear that your manager or your employer will look to dismiss you or do something in retaliation for you raising concerns.
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Depending on what it is that you are reporting, and as long as it is reported to the appropriate person, then the issue you are raising could amount to “whistleblowing” or as it is formally known, raising a protected disclosure.
There are 6 types of complaint that can amount to a protected disclosure:
If you do blow the whistle then you are protected from being subjected to a detriment or being dismissed for having done so. Examples of detriment include, not being given overtime, having your pay deducted, or being bullied/treated badly. The two events have to be connected so it is not enough to say you blew the whistle and something bad happened afterwards, the something bad happening has to be because you blew the whistle and not coincidental.
If you are dismissed for whistleblowing, then you will have a claim for unfair dismissal. This is one of the few examples of not needing to have worked for 2 years to make a claim for unfair dismissal, and so regardless of how long you have been employed, if you are dismissed because of whistleblowing you will be able to make a claim.
A lot will depend on your loss of earnings arising from your dismissal, although the amount of compensation is uncapped, unlike normal claims for unfair dismissal which are capped at a maximum of 1 years’ salary.