The Enterprise and Regulatory Reform Act 2013, which came into force on 25 June 2013, introduced a number of important changes to whistleblowing laws in the UK:
- The whistleblower must reasonably believe the disclosure to be in the public interest. This means that employees will generally be precluded from being able to blow the whistle about breaches of their own employment contract.
- The disclosure is no longer required to be in good faith but if it is not, compensation can be reduced by up to 25 percent.
- Workers can now be personally liable for victimising colleagues who have blown the whistle and employers can be vicariously liable for their workers' unlawful behaviour.
Many of these changes extend the protection available to whistleblowers and so employers should review their whistleblowing policies to ensure compliance with the current legislation.