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Whistleblower checklist

Things to consider before making a disclosure under the Whistleblowers Protection Act 2001 (the Act):

  • That the proposed disclosure will advance the public interest and is not solely for personal or political gain or revenge.
  • That you have reasonable grounds for believing that the alleged conduct has actually occurred.
  • That you have thought about the outcomes you want to achieve by making a disclosure and having the matter investigated, and that these outcomes are realistic and achievable. Possible outcomes include:
    • making people responsible for their wrongdoing
    • preventing the wrongdoing from continuing
    • creating an opportunity to put better work practices into practice which seek to prevent future wrongdoing. 
  • That you have identified sources of support from within and outside the workplace that you can rely on during the process.

Once you have decided to make a disclosure, you should consider the following:

  • The way in which you are going to make your disclosure will determine whether you are protected under the Act. You will need to identify the correct person to receive your disclosure. (Refer to the procedures of the public body who employs the person you wish to make a disclosure about or contact the Ombudsman).
  • That you have enough evidence to show or tend to show that improper conduct or detrimental action has occurred.
  • If you are making an anonymous disclosure, you will require comprehensive evidence to enable an investigation to be carried out.

The decision whether or not to blow the whistle against a public body is not an easy one. Often people do not feel able to discuss the matter with anyone for fear of not being believed, thinking that their situation is not serious enough or because they fear reprisals. Ultimately, each person has to decide what is best for them, based on their particular circumstances.

Also refer to the information on the Department of Justice website.