Whistleblowing protections under the PIDA take effect from the commencement of employment/engagement. There is no waiting or qualifying period for new employees.

A whistleblower who suffers a detriment, is dismissed or victimised as a result of making a protected disclosure may have the right to bring a claim against their employer in an employment tribunal. There is no financial cap in whistleblowing claims and no requirement for a minimum period of service.

It is good practice to have a whistleblowing policy in place. For financial services firms regulated by the FCA, a whistleblowing policy is mandatory. 

Firms with a presence in Europe should also be aware of and compliant with the European Whistleblowing directive which may mean that it is subject to more onerous requirements.