How to handle a ‘protected disclosure’ in 7 steps

We have previously explored what whistleblowing is and what legal protection a whistleblower is entitled to but what should you actually do if there is a protected disclosure? Here are seven key steps to follow to ensure you handle things correctly and avoid legal problems.

What legal protections do whistleblowers get?

If someone working for you has raised a concern that falls under whistleblowing protection (see here for what qualifies as whistleblowing) then they have certain legal protections you need to be aware of, as follows: Who is protected? Much of the protection involved in employment

What is whistleblowing?

Most people have a general idea that whistleblowing is about reporting something wrong that is happening in the workplace, but many aren’t sure where the line is drawn between whistleblowing and a normal internal grievance, and what ‘counts’ as whistleblowing. But if you may receive

Taking on agency temps as permanent staff – what you need to know

If you have been using an agency worker who has proved to be especially valuable, you may decide you would like to employ them directly. If you would otherwise use them for a long period of time, this is a sensible decision as it is

Employment rights of agency workers

If you use temporary agency workers in your business you need to be aware of the various rights they have. These are quite complex and it may be sensible to take further advice if you use agency workers regularly, but the following is an overview:

What you need to know about dealing with agencies supplying temporary workers

Employment businesses are companies that supply temporary workers to employers and are often referred to as “agencies”. However it is not the same situation as a recruitment agency supplying a permanent or fixed term candidate for employment to their client, who will engage the individual

Agency workers – when best to use them?

Many of our small business clients use agency workers. They offer flexibility and can be easier to manage in that you just pay an agency for the supply of their services but don’t employ the workers directly. The workers are either employed by the agency,

Welcome to Labeeb

We are delighted to welcome our first male consultant, Labeeb Aslam to the growing face2faceHR team. He will be bringing our down-to-earth, tailored approach to HR to SMEs in and around East Derby and West Nottingham, covering the M1 corridor.  His vast knowledge across a

Dealing with the aftermath of bullying at work

If you’ve had a bullying incident in your team, it’s important to take it seriously, and deal with it quickly and effectively, which may often involve disciplinary action. But unless you manage the aftermath carefully, there may either be a recurrence or wider consequences, which

Identifying and preventing bullying

We’ve established that bullying can have a devastating impact on your business’s bottom line, and as with anything, prevention is better than cure. But what steps can you take to ensure bullying doesn’t become an issue in your organisation?   Create a positive environment and