Whistleblowing Solicitor London: Protected Disclosures & Retaliation Claims
A protected disclosure, commonly known as whistleblowing, is when an employee reports some kind of proposed or actual breach of legal obligation by the employer. Examples of breach of legal obligation can include criminal acts, breach of contracts with clients, breach of regulatory rules, HMRC, health & safety and breach of employment contracts. Since April 2026, making a complaint of sexual harassment can also amount to whistleblowing. The law protects a whistleblower from retaliation. So if you suffer detrimental treatment or if you are dismissed after whistleblowing you may have a claim. In practice, the protection depends heavily on how and what disclosure is made.
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THE SOONER YOU ACT, THE MORE OPTIONS YOU HAVE…
With Whistleblowing, Acting Early Is Everything
Whistleblowing cases usually turn on two questions: was your disclosure made in a way that attracts legal protection, and how quickly did you act once your employer reacted? Both are far easier to get right with early advice. Both are much harder to repair later.
If you have been dismissed for whistleblowing, you may be able to apply for interim relief to keep you employed and paid while your claim is decided. That application must be made within seven days of dismissal.
Most other whistleblowing claims must reach the tribunal within three months less one day of the act you are complaining about – detrimental treatment or dismissal. These deadlines are short and strict.
David will tell you quickly whether your disclosure is likely to be protected and what the next step should be. Delay can cost you evidence, weaken your position and, in the case of interim relief, remove an important option entirely. In some cases David may advise you to whistleblow now and he can support you in doing so.
36 Years Protecting People Who Speak Up
Whistleblowing is some of the most sensitive work David does. People usually come to him when their job, reputation and next move are all on the line at once. Over a 36-year career, David Greenhalgh has guided senior executives and employees through exactly these situations, from protected disclosures to high-value exits.
He understands the legal framework. He also understands what it feels like to be sidelined, frozen out or to be unsure who you can trust.
Many clients speak to David before raising concerns because they want to understand how to do so correctly, preserve leverage and avoid making a costly mistake.
Whether you are in London, the South East or further afield, the advice is the same: clear, direct and focused on protecting your position and securing the strongest realistic outcome.
Whistleblowing law only protects you if the disclosure is made the right way. The smartest thing you can do is take advice before you speak up, not after it has gone wrong.
The Outcomes David Works Towards
Your Job Protected
Where you have been dismissed and the case is strong, David can apply for interim relief within seven days to keep you employed and paid while your claim is decided.
Reinstatement or Re-engagement
If getting your role back is what you want, the tribunal can order it. David will tell you honestly whether that is realistic or whether compensation is likely to serve you better.
Uncapped Compensation
Compensation for whistleblowing dismissal is not subject to the usual unfair dismissal cap, so an award can reflect your actual financial losses rather than an artificial limit.
An Injury to Feelings Award
Detriment claims can include compensation for the personal impact of how you were detrimentally treated, assessed under the Vento bands, on top of your financial loss.
Lost Earnings and Benefits Recovered
Past and future loss of salary, bonus, pension and benefits, LTIPs and equity, properly calculated and argued rather than understated.
A Negotiated Exit on Strong Terms
Where the working relationship cannot continue, David negotiates an exit that reflects the strength and leverage of your claims, often through a settlement agreement.
An Agreed Reference
A fair reference and non-disparagement terms can be negotiated into any settlement, helping protect your reputation and your next move.
Confidentiality Protected
Control over what is said about your departure, and to whom.
Recent Whistleblowing Outcomes
Case studies are anonymised to protect client confidentiality. Past wins are not a guarantee of future success.
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From First Call to Resolution
Initial Contact
David finds out what has happened and how urgent the situation is. Response within hours, same day if you have been dismissed.
Response within hoursReview and Advice
David assesses whether your disclosure is protected and how strong any detriment or dismissal claim may be.
Same dayAction
Raising or escalating the disclosure correctly, applying for interim relief where needed, or opening negotiations with your employer.
DaysResolution
A negotiated settlement or tribunal claim, structured to protect your finances, your reputation and your future.
ResolvedWhat clients say about working with David.
David was very good and made it very easy for me to understand. My case was handled with professionalism and responding to me on time was excellent. Would definitely recommend him.
Was recommended. Fantastic help and advice, always responded in a timely manner and supported and advised during a difficult time. Thank you!
Outstanding from start to finish. Extremely responsive and dedicated to providing personalised, thoughtful counsel tailored to my needs. David’s approach ensured clarity and a shared understanding throughout. Always candid and forthright, I felt confident I was receiving expert, high-quality, well-considered advice. Highest recommendation!
I have worked with David for many many years and have recommended him to many senior executives needing advice on their settlement agreements. The best employment lawyer in London, I choose him every single time and can't recommend him enough.
Unfair Dismissal, Answered
The questions David is asked most often before clients pick up the phone.
View full FAQ →Whistleblowing, legally called a protected disclosure, is where you report information you reasonably believe is in the public interest about some actual or planned breach of legal obligation by your employer which can include: a criminal offence, failure to meet a legal obligation, miscarriage of justice, danger to health & safety, environmental damage or breach of employment contracts.
Since April 2026, disclosures about sexual harassment can also amount to whistleblowing disclosures.
Raising a purely personal complaint about how your employment contract has been breached (due to how you have been mistreated) is not usually enough. But, if you also complain about how the employment contracts of others have been breached that may be classed as a qualifying disclosure. That is why how the issue is framed by you matters.
If the main reason you are dismissed is that you made a protected disclosure, that dismissal can be automatically unfair. You do not need any minimum length of service to bring the claim.
The same protection can apply if you were effectively forced to resign because of how you were treated after speaking up.
If that has happened, take advice straight away because time limits are short.
Compensation for whistleblowing dismissal is uncapped, so an award can reflect your actual financial losses rather than a fixed statutory limit.
Where you have been treated badly short of dismissal, you may also be able to claim compensation for injury to feelings on top of financial loss.
What a claim is worth depends entirely on the facts. The right starting point is a proper assessment of your situation.
Most whistleblowing claims must be brought within three months less one day of the act you are complaining about.
You must also notify ACAS and go through Early Conciliation first, which can pauses the clock running.
If you have been dismissed and you want to apply for interim relief to keep your employment and income alive, that application must be made within seven days of dismissal. That is why acting quickly matters.
Sometimes concerns can be raised confidentially, and some organisations have formal channels designed for that.
In practice, true anonymity can be difficult to maintain. If you later need to rely on whistleblowing protection, you will usually need to show that you were the person who made the disclosure.
There is an important difference between raising something confidentially and raising it anonymously. David can advise on the safest way to protect your position.
Detriment is where your employer treats you worse because you blew the whistle, short of dismissing you.
That might include being demoted, sidelined, excluded from meetings or projects, passed over for opportunities, or suddenly facing performance concerns that were never raised before.
You can bring a detriment claim even if you have not been dismissed, and it can include compensation for both financial loss and the personal impact of how you were treated.