Companies have a responsibility to their workers to guarantee that there is no threat to their health whilst in the work place. Companies are needed to do this by performing pertinent threat evaluations of the work place, making sure that equipment and devices remains in great working order and is correctly kept and ensuring that the work place as a whole is devoid of threats.

Typically if a worker is worried that something, or someone, at work is posturing a danger to their health, and/or the health of others, they go over the matter with a senior member of personnel, such as a line supervisor, and the staff member’s issues are talked about completely. It would then be finest practice for the company to totally examine the staff members’ issues in order to remove any danger that might be positioned.

In the occasion that the staff member’s issues are not taken seriously by the company, or the company stops working to take any appropriate actions to remedy the circumstance, the staff member might feel that there is still trigger for issue and that the problem requires to be directed in other places. The worker might choose to report the matter to, for instance, the HSE, authorities or media who might examine. ‘The Public Interest Disclosure Act 1998’ offers defense for a worker who reports his issues – i.e. ‘blows the whistle’ on his company.

The act mentions that a staff member who makes a disclosure about his issues concerning a security problem needs to not be dealt with detrimentally by his company. The function of the act is enable issues to be attended to and rectify before damage is triggered. If the act was not in place workers might feel less safeguarded and for that reason might be less most likely to ‘blow the whistle’ on exactly what are most likely really real health and wellness issues.

Examples of whistleblowing consist of reports of inexperienced or improperly skilled nurses administering medication to clients, deceitful expenditures claims, and incorrect description of items or abuse of devices.

It would benefit both the company and staff member if the company had a ‘whistle blowing policy’ in place. This would attend to the appropriate manner where to raise issues in the work environment, such as who the staff member needs to report the issues to and in exactly what way. This might minimize the requirement for the matter to be taken in other places and will assist to protect the relationship in between the worker and company, as well as the company’s track record. It is frequently the case that the company is the individual best put to correct any security concern anyhow so if matters can be gone over and examined without the whistle being blown then this can be to the advantage of all included.