Whistleblowing Solicitors

No. Your initial enquiry is completely confidential. We will not contact your employer, and anything you share with us is protected by legal professional privilege. You can speak to us freely and without any obligation.

No, and in fact, speaking to us before you make any disclosure is often the most important step. The way you report a concern can affect the protection you receive. We can advise you on the best approach before you take any formal action.

You do not need to be certain about wrongdoing. The law protects you as long as you had a genuine and reasonable belief that wrongdoing was occurring. You do not have to prove it actually happened. If you believed something was wrong and had a reasonable basis for that belief, you may already be protected.

Yes. Unlike standard unfair dismissal claims, whistleblowing protection applies regardless of how long you have worked for your employer. You can bring a claim whether you have been in your role for two weeks or twenty years.

No. This is one of the most significant differences between whistleblowing claims and standard unfair dismissal. There is no statutory cap, meaning your full financial loss can be recovered. It also means the value of a whistleblowing settlement can be considerably higher than in other employment claims.

You generally have three months less one day from the date of the unfair treatment or dismissal to bring a claim in the Employment Tribunal. However, this strict deadline is usually “paused” or extended while you go through the mandatory ACAS Early Conciliation process. Starting the ACAS process can safely rescue your claim window. Even with this being the case, time limits are still strictly applied and extensions are rarely granted. Please do not delay in seeking advice.

Yes. Whistleblowing claims are frequently brought alongside unfair dismissal, redundancy or discrimination claims. Where multiple claims arise from the same facts, the combined value of your position is often considerably higher.

From 6 April 2026, reporting sexual harassment is explicitly protected under whistleblowing law, provided your disclosure affects others or involves a broader public interest (such as exposing a repeat offender, a toxic workplace culture, or a failure by management to protect the wider workforce). If you reported these concerns and have since been targeted or treated badly, you may have grounds for both a sexual harassment claim and an uncapped whistleblowing claim. Contact us to understand your options.

No. Under Section 43J of the Employment Rights Act 1996, any clause in a settlement agreement or Non-Disclosure Agreement (NDA) that attempts to stop you from making a protected disclosure in the future is completely void. While an agreement can settle your personal financial claims, your employer cannot legally prevent you from reporting crimes, safety hazards, or regulatory failures to the proper authorities.