In this report, the APPG sets out its findings:
• The UK regulatory framework of whistleblower protection is complicated, overly legalistic, cumbersome, obsolete and fragmented. • The remedies provided by The Public Interest Disclosure Act (PIDA) are mainly retrospective and largely not understood. • A general obligation for public and private organisations to set up whistleblowing mechanisms and protections is missing. • The definition of whistleblowing and whistleblowers is too narrow. Consequently, the protections set by the law apply only to a limited number of citizens and do not properly reflect existing working practice or protect the public. • As a result of the excessive complexity and fragmentation of the regulatory framework, there is little public knowledge or understanding of the existing legal protections for whistleblowers. • That policy and procedure, while looking good on paper, bears no resemblance to actual practice. • There is a disconnect between what is understood to be and what is the role of the prescribed persons leading to confusion, mistrust on both sides and allowing crimes and other wrongdoing to escape scrutiny. • The cost of litigation is too great for most citizens and this is known and exploited by employers. Did you know? The notion of drawing attention to wrongdoing by ‘blowing the whistle’ originates from the Metropolitan Police Force who in February 1884 issued 21,000 whistles - the nineteenth century mobile phone. The effectiveness of blowing the whistle can be seen to this day on sports fields around the world. A whistle remains the most effective means of being heard above the crowd and drawing attention to an issue. In 1998 the UK became the first EU nation to introduce legal rights and protections for whistleblowers when Sir Richard Shepherd introduced The Public Interest Disclosure Act (PIDA). While ground-breaking it has failed in its most important role - to protect the whistleblower - perhaps because ‘Whistleblowing’ still has no definition in law. It is however generally understood to be an act by an individual or individuals that exposes wrongdoing or perceived wrongdoing on the part of an organisation of any kind. The APPG has made recommendations in its report that will help shape the future of not only workers but all citizens by proposing an Independent Office for the Whistleblower that will transform the way both society and organisations react to whistleblowing.
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DWP consultation engagement events – ‘Health is everyone's business’ 21 August 2019
The Department for Work and Pensions is running consultation engagement events around the country to discuss the consultation ‘Health is everyone’s business’.
Each year more than 100,000 people leave their job following a period of sickness absence lasting at least four weeks.
Offering flexibility, early support and occupational health advice are the key to successful retention in the workplace.
Government know that many employers already see the case to invest in health and wellbeing. But some, particularly smaller employers, might not have the knowledge or time to support their employees with health conditions, even when they want to.
The Government’s consultation seeks to address these challenges and is focussed on four main areas:
1. Amending the legal framework to encourage early action to support individuals when they are absent from work and to facilitate more conversations to agree effective workplace modifications; 2. Reforming of Statutory Sick Pay (SSP) so that it is better enforced, more flexible, and support the lowest paid employees;
The Chartered Institute of Payroll Professionals
Payroll: need to know
cipp.org.uk
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