This engaging course on whistleblowing is designed to help employees speak out against fraud and other wrongdoing by explaining what whistleblowing means and does, and how it is protected by law. Learners will gain an understanding of whistleblowing and equip them with the knowledge they need to understand the whistleblowing process.
In this immersive course, learners join a fictitious character, Matt, as he learns about whistleblowing and the key steps in raising concerns. The course is split into three main sections:
In this immersive course, learners join a fictitious character, Matt, as he learns about whistleblowing and the key steps in raising concerns. The course is split into three main sections:
This section looks at examples of whistleblowing and how to take the decision on ‘blowing the whistle’. The section looks into what complaints are considered as whistleblowing and how to make a decision on raising a complaint. Learners will explore about the characteristics of whistleblowing and its benefits to colleagues and the organisation.
This section covers how to raise and report concerns and the policy and legal protection for whistleblowing. This section focuses on the role of the Citizen’s Advice Bureau and details on whistleblowing hotline details. Learners will also review the policy and legal protection for whistleblowing and the correct way to raise concerns.
This section on speaking out against whistleblowing explores what anonymous and confidential complaints are. Learners will look at how to anonymously and confidently report complaints to a whistleblowing helpline and how to keep updated on investigations and what to do if the concern is not being dealt with.
Learners are quizzed on their understanding throughout the course. The last section of the course contains an assessment to test the learner’s knowledge on whistleblowing. To successfully complete the course, learners must pass the assessment challenge by answering 80% of the questions correctly. Learners can also take the assessment again to improve their score.
| Number of Learners | Cost (per year) | |
|---|---|---|
| 1 - 10 | ||
| 11 - 20 | ||
| 21 - 50 | ||
| 51 - 100 | ||
| 101 - 150 | ||
| 150+ | ||
| Number of Learners | Cost (per year) | |
|---|---|---|
| 50 - 100 | ||
| 101 - 200 | ||
| 201 - 300 | ||
| 301 - 400 | ||
| 401 - 500 | ||
| 501 - 750 | ||
| 751 - 1000 | ||
| 1001 - 2500 | ||
| 2501 - 5000 | ||
| 5000 - 10,000 | ||
| 10,000 + | ||
Included Features
Malpractice at work shouldn’t be treated lightly, but it can be difficult to know what to do in the event of suspecting (or even witnessing!) something wrong taking place. A whistleblower could be a director, manager, or employee and can report wrongdoing such as something they’ve seen at work. The wrongdoing must be in the public interest and affect others ranging from employees to the general public. Concerns raised could be about unethical, unsafe, or unlawful practices. When an individual wants to make a whistleblowing disclosure to their immediate manager, they will need to be able to decide whether they can take forward the disclosure or whether it will require escalation. Organisations need to equip managers with the knowledge and confidence to make these judgements. A whistleblowing policy and awareness training can help with this.
Under the Public Interest Disclosure Act 1998, any employee can disclose information about a wrongdoing occurring at their organisation to the attention of their employers or a relevant external organisation. This is commonly referred to as ‘blowing the whistle’. Whistleblowing is essentially disclosing any wrongdoing at the organisation they work at.
Whistleblowing is the term used when an employee passes on information concerning a wrongdoing. The wrongdoing will typically (although not necessarily) be something they have witnessed at work. It includes criminal offences such as fraud, failure to comply with an obligation set out in law, miscarriages of justice, endangering of someone’s health and safety, damage to the environment and covering up any other wrongdoing.
Whistle blowers are protected by the Employment Rights Act 1996 (as amended by the Public Interest Disclosure Act 1998). It provides the right for a worker to take a case to an employment tribunal if they have been victimised at work or they have lost their job because they have ‘blown the whistle’.
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