As the dust settles on a dramatic election night, thoughts now turn to what a Labour Government will do. With early indications of a planned Employment Bill, and proposals to abolish the qualifying period for unfair dismissal rights and end exploitative zero-hours contracts, it’s clear this government is looking at far reaching reform.
No business is immune from ESG risks, if only because of consumer consciousness, staff pressure, regulators’ and investors’ expectations. How an organisation treats its people, how it impacts and influences its communities and its environment are questions that can’t be ignored anymore: businesses are being held accountable for their social and environmental footprints.
As momentum grows ahead of the General Election we’ve done the hard work – so you don’t have to – to pick out the major parties’ key policies and commitments relating to whistleblowing. While tax, the NHS, and immigration may have dominated the mainstream coverage, at Protect we have a laser-focus on what the parties are saying about whistleblowing and the promises they’re making.
With political parties thrown into campaigning mode with the calling of a general election any outstanding Government announcements, policy decisions and most importantly, legislation going through Parliament, have been put on hold – many permanently. This blog provides a rundown of the whistleblowing law changes and policy decisions that have been delayed, cancelled or have survived the calling of the general election.
A breach of confidentiality can put enormous pressure on a whistleblower and have a significant impact on levels of trust in an employer’s whistleblowing systems. There are simple steps to ensure the impact of a breach can be contained and whistleblowers protected. In this blog we lay out 5 top tips for any employer to follow.
