Whistleblowing Solicitors in London
Treated badly or dismissed after reporting wrongdoing at work? Our whistleblowing solicitors protect your rights and pursue your claim.
Whistleblowing Lawyers for Employees and Workers
If you reported wrongdoing at work and were then treated badly or dismissed, you may have a whistleblowing claim at the Employment Tribunal. UK law protects workers who make a “protected disclosure” from both detriment and dismissal, and you don’t need two years’ service to claim.
Our whistleblowing solicitors in London advise employees, agency workers and LLP members on claims from start to finish. Call 0207 100 2525. We’re available 24/7, in person at our High Holborn and Upton Park offices or by Zoom, Teams, WhatsApp or Skype.
Whistleblowing claims depend on strict legal tests and short deadlines. Early advice can decide whether your claim succeeds.
What Is a Whistleblowing Claim?
A whistleblowing claim is an Employment Tribunal claim brought by a worker who suffered detriment, or was dismissed, because they made a protected disclosure. The protection comes from the Public Interest Disclosure Act 1998. That Act inserted Part IVA into the Employment Rights Act 1996.
There are two main types of claim:
- Whistleblowing detriment under section 47B: you were subjected to unfair treatment short of dismissal.
- Automatic unfair dismissal under section 103A: the main reason you were dismissed was your protected disclosure. See our automatic unfair dismissal page.
What Counts as a Protected Disclosure?
A disclosure is protected if you reasonably believe it shows one of the types of wrongdoing listed in law, and that it is made in the public interest. Under section 43B ERA 1996 and GOV.UK guidance, the qualifying categories are:
- a criminal offence, such as fraud or bribery
- a breach of a legal obligation, such as a company operating without required insurance
- a miscarriage of justice
- danger to someone’s health or safety
- risk of, or actual, damage to the environment
- sexual harassment (added by the Employment Rights Act 2025, in force from 6 April 2026)
- deliberate concealment of any of the above
Your belief has to be reasonable, but you don’t have to be proved right. The concern can be about something that happened in the past, is happening now, or is likely to happen.
The public interest test
Personal grievances usually aren’t protected unless they also affect others. GOV.UK says the wrongdoing “must affect others, for example the general public”. A complaint about your own pay or contract is normally a grievance. A concern that affects colleagues, customers, patients or the public can qualify. This test is the most common reason claims are disputed, so our solicitors assess it first.
Examples:
- A care worker reports unsafe staffing levels that put residents at risk.
- An accountant reports invoices that look like money laundering.
- An employee reports repeated sexual harassment of colleagues by a manager.
- A chef reports food hygiene breaches.
Who Is Protected?
Whistleblowing protection covers “workers”, which is wider than “employees”. GOV.UK confirms that protection extends to:
- employees
- agency workers
- trainees, such as student nurses
- members of a Limited Liability Partnership (LLP)
- many workers engaged on a personal-service basis
There’s no minimum length of service. You can claim from your first day. Only employees can bring the dismissal claim under section 103A. Other workers can bring the detriment claim for termination of their contract.
Who Should You Report Wrongdoing To?
To keep your protection, you need to make the disclosure to the right person. GOV.UK lists the safe routes as:
- Your employer, using its whistleblowing policy where it has one
- A legal adviser, such as a whistleblowing solicitor
- A prescribed person or body, such as a regulator. See the GOV.UK list of prescribed people and bodies.
Going to the media or posting online is protected only in narrow circumstances under section 43G, and stricter conditions apply. Take advice before you disclose publicly.
Gagging clauses: a clause in a contract or settlement agreement can’t stop you making a protected disclosure. Any such term is void.
What Counts as Whistleblowing Detriment?
Detriment is any unfavourable treatment by your employer, or by a colleague, because you blew the whistle. Common examples are:
- bullying, harassment or being ostracised
- being demoted or having duties removed
- being refused promotion, training or overtime
- unjustified disciplinary action or grievance outcomes
- reduced hours or shifts
- bad references
- dismissal, or being forced into resignation (constructive dismissal)
Colleagues who subject you to detriment can be personally liable, and your employer is liable for them unless it took all reasonable steps to prevent it.
How Much Compensation Can You Get?
Compensation for whistleblowing dismissal is uncapped. The usual statutory cap on unfair dismissal compensation doesn’t apply to section 103A claims. Awards can include:
- loss of earnings, past and future
- loss of pension and benefits
- injury to feelings (in detriment claims)
- aggravated damages, where the employer behaved particularly badly
If your disclosure wasn’t made in good faith, a tribunal can reduce your award by up to 25%.
Interim Relief: The 7-Day Deadline
If you’ve been dismissed for whistleblowing, you can apply for interim relief within 7 days of your dismissal. If the tribunal thinks you’re “likely” to win, it can order your employer to keep paying you until the final hearing (section 128 ERA 1996). Acas confirms that you might not need to notify Acas for interim relief. The 7-day deadline is strict, so call us straight away on 0207 100 2525.
How Long Do You Have to Make a Whistleblowing Claim?
For acts or dismissals on or after 1 October 2026, you usually have six months less one day to start Acas early conciliation. The Employment Rights Act 2025 doubled the limit from three months. If the detriment or dismissal happened before 1 October 2026, the old three months less one day limit still applies.
| Date of detriment or dismissal | Time limit |
|---|---|
| Before 1 October 2026 | 3 months less one day |
| On or after 1 October 2026 | 6 months less one day |
| Interim relief (dismissal) | 7 days from dismissal |
- Dismissal: the clock runs from the effective date of termination.
- Detriment: the clock runs from the act, or from the last act in a series of similar acts.
- Internal processes don’t pause the clock. A grievance or appeal doesn’t extend the deadline.
Sources: Acas – Employment tribunal time limits, GOV.UK – Employment Rights Act timeline.
How to Bring a Whistleblowing Claim: Step by Step
- Get advice early. We’ll check that your disclosure qualifies, identify the detriments and work out your deadline.
- Gather evidence. Keep copies of your disclosure (emails, reports, meeting notes) and a dated record of what happened afterwards.
- Raise a grievance, where appropriate. This doesn’t stop the clock.
- Notify Acas. Early conciliation is mandatory before most tribunal claims, and notifying Acas pauses the time limit while it runs.
- Negotiate. Many whistleblowing cases settle through a settlement agreement, because employers want to protect their reputation.
- Issue your ET1 claim. If the case doesn’t settle, we’ll file it at the Employment Tribunal and represent you through to the final hearing.
Why Choose Our Whistleblowing Solicitors?
- SRA-regulated solicitors listed on the Law Society’s Find a Solicitor directory
- 15 years in practice, with more than 15,000 clients helped
- Offices in London at High Holborn (Central London) and Upton Park (East London), plus video consultations by Zoom, Teams, WhatsApp or Skype
- Full employment law service, covering unfair dismissal, discrimination at work, redundancy and unpaid wages
- We also act for employers. See our whistleblowing advice for employers page.
For a step-by-step guide to dealing with retaliation, read our blog post: Whistleblowing protection UK: your rights if you face retaliation.
Speak to our whistleblowing solicitors today on 0207 100 2525, or contact us to book a consultation.
This page is for general information only and doesn’t constitute legal advice.
Frequently Asked Questions
Do I need a whistleblowing solicitor?
Is sexual harassment a protected disclosure?
What is the time limit for a whistleblowing claim in 2026?
Can I claim if I've worked for my employer less than two years?
Is whistleblowing compensation capped?
Can a settlement agreement stop me whistleblowing?
What is the difference between a whistleblowing claim and a grievance?
Do you offer whistleblowing solicitors in London only?
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