Learning point 2: remember that you are in control of the
whistleblowing investigation
If a worker raises concerns about something which might
represent serious wrongdoing in the workplace, the first step is to
get a clear understanding of what they are complaining about.
Individuals should be requested to provide as much information
as they can in relation to the disclosure being made. A failure to
seek this information may hamper both the effectiveness and the
visible good faith of any subsequent investigation. So you ask for
the information you would if it were (which it might well be) an
ordinary grievance – what do you say has been happening, when
and who is involved? What facts or evidence make you think that?
However, we would counsel against asking immediately about the
"technical" aspects of a protected disclosure – why
do you think that is the breach of a legal obligation, why do you
think it is a matter of public interest? – because that
indicates that
