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The claimant was dismissed by reason of gross misconduct and in particular.
Can HR challenge the individual’s assertion that it is a whistleblowing complaint at the point the complaint is made or can the complaint be dismissed where we think the complainant is acting in bad faith or may even be lying?
I heard about a Northern Ireland whistleblowing case recently where the claimant's case failed because it was not made in good faith. I thought that requirement no longer applied in the UK or Northern Ireland? What is the situation in Northern Ireland? Must a whistle-blower make allegations in good faith or might they be motivated by greed etc?
How and when can an employee be protected for the purposes of whistleblowing?
Should Whistleblowing be added as a new policy to employee handbooks or as an addition to, for example, our Data Protection policy?