Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Whistleblower and qui tam laws provide vital protections for individuals who report wrongdoing within organisations. In Limerick, Ireland, these laws are designed to encourage the disclosure of illegal, unethical, or improper actions occurring in both public and private sectors. Whistleblowing generally refers to the act of revealing information concerning illegal or unsafe practices. Qui tam, a term more common in the United States, refers specifically to cases where whistleblowers can receive a portion of recovered damages when exposing fraud against the government. While Ireland does not have a direct equivalent to US-style qui tam actions, strong protections exist for whistleblowers under Irish law.
If you are considering reporting wrongdoing at your workplace or have already done so, having a lawyer can be very beneficial. Some common situations that may require legal help include:
A solicitor experienced in whistleblower and employment law can clarify your rights, help you make disclosures through proper channels, and support you if disputes arise.
In Limerick, and across Ireland, the main piece of legislation protecting whistleblowers is the Protected Disclosures Act 2014. This law covers most workers in both the public and private sectors and sets out clear guidelines for making what are called "protected disclosures". The Act provides legal protections against penalisation or victimisation for workers who report certain types of wrongdoing, including:
Under the Act, employees can make disclosures internally to employers or designated persons, externally to certain prescribed bodies, or, in specific circumstances, publicly. The law generally prohibits actions such as dismissal, harassment, transfer to less favourable duties, or threats thereof, as a form of retaliation against whistleblowers.
In addition to this, certain regulators within industries like healthcare, financial services, and environmental protection may have their own procedures for receiving and investigating disclosures.
A whistleblower is someone who reports wrongdoing or illegal activity in their workplace. This can include fraud, safety hazards, environmental damage, or breaches of law.
Yes, the Protected Disclosures Act 2014 offers protection to workers who report wrongdoing in good faith.
Examples include criminal offences, health and safety risks, environmental damage, misuse of public money, and breaches of legal obligations.
It is illegal for an employer to dismiss or otherwise penalise an employee solely because they made a protected disclosure.
You can report wrongdoing internally to your employer or to external bodies prescribed under the law. The method depends on the nature of the wrongdoing and your workplace policies.
You should have a reasonable belief that the information you are disclosing is true. You do not need to conclusively prove wrongdoing, but your suspicion must be reasonable.
Legal protections apply throughout Ireland, including Limerick, under national legislation like the Protected Disclosures Act.
Contact a solicitor as soon as possible. You may also be able to seek redress through the Workplace Relations Commission or the courts.
The law requires that your identity is kept confidential as far as possible unless disclosure is necessary for the investigation or required by law.
Yes, if you experience unlawful treatment or dismissal because of a protected disclosure, you may be entitled to compensation or reinstatement through legal channels.
If you are considering making a disclosure or need information, helpful resources include:
If you believe you have witnessed wrongdoing and are considering making a report, it is advisable to:
Legal professionals can guide you on the safest and most effective way to disclose wrongdoing, protect your rights, and respond to any negative consequences at work. Early consultation with a specialist lawyer helps ensure your actions are protected and that you receive any assistance or compensation you are entitled to.
