As a result of the UK’s departure from the European Union, the UK government has confirmed that it does not propose to adopt the Directive into UK law. The EU has noted that the UK already has comprehensive legislation in place to protect whistleblowers, namely the Public Interest Disclosure Act 1998. The UK government announced a review of UK whistleblowing legislation in March 2023, with evidence gathering expected to be completed in Autumn 2023. For now however, UK legislation will remain in force and unchanged.
No steps taken to amend existing legislation in line with the Directive.
The reporting topics covered in the Directive are not applicable but existing law covers information which tends to show one or more of the following:
The categories covered in the Directive are not applicable but existing law covers "workers", which is defined widely for this purpose and includes agency workers as well as those directly engaged to provide personal services to the employer.
No.
No.
N/A
No.
Yes.
Existing law makes no express provision for this.
Where the retaliation is dismissal of an employee, the employee may claim reinstatement, re-engagement or compensation. Where the retaliation is some other detrimental action, the worker may claim compensation for financial and non-financial losses suffered as a result of the retaliatory action.
Existing law does not cover the establishment of reporting channels; group wide channels would be permissible.