43. The factsheet will provide information on how to access free legal representation. 44. Employers above a minimum size will be required to provide training to employees on whistleblowing at induction, based on standards set by the central agency.4 45. Employers will be required to respond to and to investigate concerns whistleblowers’ within a month. The extension of investigations for exceptionally complex cases should be notified to the relevant regulator, with a report on the reasons for extension, and renewed monthly thereafter. 46. Employers will be expected to respond much more urgently in some circumstances, and the reasonableness and thoroughness of the actions will be taken into employer’s consideration where any subsequent employment dispute is determined. 47. Employers above a minimum size will also be required to publish whistleblowing activity and outcome data, such as feedback from whistleblowers. Summaries of whistleblowing investigations will be published, with due regard to whistleblower anonymity. 48. Failure to produce evidence of action to foster good staff relations and, a safe environment for whistleblowing may be taken into consideration by regulators assessing whistleblowing governance when whistleblowing employment disputes are decided. 49. The directors of employers who fail to collate and publish statutory whistleblowing data or who publish seriously substandard or falsified data will be subject to fines. The role of trade unions 50. Trade unions will be required to inform all new members of their rights under whistleblowing law through a standard official factsheet produced by the central whistleblowing agency. 51. They will be under a duty to provide this information to any member who seeks help as a whistleblower. 52. Trade unions will be under a duty to provide legal representation in all whistleblowing cases. This will be funded from the whistleblowing costs insurance scheme. employers’ 53. Trade unions will by law be required to publish statistics on member services provided to whistleblowers, outcomes of cases and member satisfaction. 54. The senior officers of trade unions which fail to collate and publish statutory whistleblowing data or who publish seriously substandard or falsified data will be subject to fines. 55. Trade unions will be liable for any detriment to whistleblowers by act or omission. For example through breach of whistleblower anonymity, collusion with employers to harm whistleblowers or wilful negligence in handling cases.
43. The factsheet will provide information on how to access free legal representation. 44. Employers above a minimum size will be required to provide training to employees on whistleblowing at induction, based on standards set by the central agency.4 45. Employers will be required to respond to and to investigate whistleblowers’ concerns within a month. The extension of investigations for exceptionally complex cases should be notified to the relevant regulator, with a report on the reasons for extension, and renewed monthly thereafter. 46. Employers will be expected to respond much more urgently in some circumstances, and the reasonableness and thoroughness of the employer’s actions will be taken into consideration where any subsequent employment dispute is determined. 47. Employers above a minimum size will also be required to publish whistleblowing activity and outcome data, such as feedback from whistleblowers. Summaries of whistleblowing investigations will be published, with due regard to whistleblower anonymity. 48. Failure to produce evidence of action to foster good staff relations and, a safe environment for whistleblowing may be taken into consideration by regulators assessing whistleblowing governance when whistleblowing employment disputes are decided. 49. The directors of employers who fail to collate and publish statutory whistleblowing data or who publish seriously substandard or falsified data will be subject to fines. The role of trade unions 50. Trade unions will be required to inform all new members of their rights under whistleblowing law through a standard official factsheet produced by the central whistleblowing agency. 51. They will be under a duty to provide this information to any member who seeks help as a whistleblower. 52. Trade unions will be under a duty to provide legal representation in all whistleblowing cases. This will be funded from the employers’ whistleblowing costs insurance scheme. 53. Trade unions will by law be required to publish statistics on member services provided to whistleblowers, outcomes of cases and member satisfaction. 54. The senior officers of trade unions which fail to collate and publish statutory whistleblowing data or who publish seriously substandard or falsified data will be subject to fines. 55. Trade unions will be liable for any detriment to whistleblowers by act or omission. For example through breach of whistleblower anonymity, collusion with employers to harm whistleblowers or wilful negligence in handling cases.
public-interest-protection-bill-ma-mm-glcs.docx