Provisions the documents cite: Part IVA ss.43A–43L (protected disclosures), s.47B (right not to suffer detriment), s.103A (unfair dismissal)
What it requires
A qualifying disclosure is any disclosure of information that the worker reasonably believes is made in the public interest and tends to show a criminal offence, a failure to comply with a legal obligation, a miscarriage of justice, danger to the health or safety of any individual, sexual harassment, damage to the environment, or deliberate concealment of any of these (s.43B). It is protected when made to the employer or the person responsible, including under an employer-authorised procedure (s.43C); to a legal adviser (s.43D); to a prescribed person, where the worker reasonably believes the matter falls within that person's remit and the information is substantially true (s.43F — see the Public Interest Disclosure (Prescribed Persons) Order 2014); or more widely only under the conditions in s.43G or, for an exceptionally serious failure, s.43H. Any term preventing a protected disclosure is void (s.43J). Worker includes agency-supplied and certain other individuals (s.43K). s.47B — a worker has the right not to be subjected to detriment by the employer, or by another worker or agent of the employer (for whom the employer is liable unless it took all reasonable steps to prevent it), on the ground of a protected disclosure. s.103A — an employee dismissed principally because of a protected disclosure is regarded as unfairly dismissed. This entry does not cover the Employment Rights Act 2025.
The instrument itself: https://www.legislation.gov.uk/ukpga/1996/18. The summary above is our plain-English reading, not the text of the instrument — always work from the source.
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The 2 documents that cite it
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