Younger Workers Less Likely to Blow the Whistle?

Ruth Campbell
Trainee Solicitor
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A new survey that was conducted by Protect, a charity that supports whistleblowers at work, has found that Gen Z employees are less likely to blow the whistle in comparison to older generations, contrary to the popular belief that Gen Z employees are more vocal than previous generations in the workplace.

The survey found, among other things, that if a health and safety issue was witnessed, only 56% of Gen Zs would raise this issue; by comparison, 86% of those over the age of 55 would report it.

If you would like to view this survey, it can be accessed here.

What is whistleblowing?

Whistleblowing occurs when an employee or a worker makes a qualifying disclosure that they reasonably believe is in the public interest. A qualifying disclosure must show that one of the following has occurred:

• A criminal offence
• Breach of any legal obligation
• Miscarriage of justice
• Danger to the health and safety of any individual
• Damage to the environment
• The deliberate concealing of information about any of the above

In order for a disclosure to be protected, it must be made to certain individuals, such as to an employer, and in certain circumstances if a disclosure is made externally it can also be protected.  Workers can also make such disclosures, and these can be made to a number of organisations, but some to note include, HMRC, the Financial Conduct Authority and the Health & Safety Executive.

It is important to remember it is automatically unfair to dismiss an employee for whistleblowing. No qualifying period of service is required to bring the claim. Employees and workers are also protected from suffering from a detriment for having made a protected disclosure.

How should you deal with whistleblowing concerns?

In order to deal with an individual who blows the whistle, it is recommended that a whistleblowing policy is in place.

It is good practice, that staff are aware of who they can raise these concerns with. If a member of staff does raise a concern, you should invite the individual to a meeting to get a better understanding of the concern. The individual is entitled to be accompanied at this meeting.

After this meeting, it may be necessary to carry out further investigations. Throughout this process, you should document each meeting and keep records of the investigation carried out.

If you have any questions about whistleblowing, or if we can provide support or assistance on any other employment law matter, please do not hesitate to contact a member of the team on 0141 331 5150.

Topics: Whistleblowers, young workers