Code of Practise omkring Whistleblowing:

Den engelske The Whistleblowing Commission har udgivet Code of Practise, som gennemgår overvejelser omkring en optimal whistleblower ordning, blandt andet omkring sikring af whistlebloweren: “The code at paragraph 5(c) requires an assurance that a worker will not suffer a detriment for having raised a concern. Paragraph 6 of the code states that an employer should also sanction those who subject an individual to detriment. Subjecting a worker to a detriment means subjecting the worker to “any disadvantage” because they blew the whistle. This could include (but is not limited to) any of the following: a) failure to promote; b) denial of training; c) closer monitoring; d) ostracism; e) blocking access to resources; f) unrequested re-assignment or re-location; g) demotion; h) suspension; i) disciplinary sanction; j) bullying or harassment; k) victimisation; l) dismissal; m) failure to provide an appropriate reference; or n) failing to investigate a subsequent concern.”