From 25 June, workers are protected against dismissal or detrimental treatment if they reasonably believe that their disclosure is in the public interest. This may, for example, apply if a colleague complains about working time breaches, illegal workers or food safety in your kitchens. 

There will no longer be a need for whistleblowing to be made in 'good faith' although tribunals may reduce any compensation awarded if the disclosure was motivated primarily by money or spite rather than a desire to rectify a wrong.

Please note that the normal two year qualifying period and the cap on the compensatory award will not apply if a worker makes a qualifying disclosure.  This new law will not apply to disclosures before 25 June.