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Whistle-blowing and the employment relations implications of the ‘Protected Disclosures Act 2014’ in the Republic of Ireland

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Listed:
  • Halpin Lisa

    (National University of Ireland, Galway, Republic of Ireland)

  • Dundon Tony

    (Alliance Manchester Business School, The University of Manchester, Manchester, United Kingdom)

Abstract

This article explores the introduction of the 2014 Protected Disclosures Act in the Republic of Ireland. It does so by using a justice theory lens to examine the potential for the Act to protect workers who may feel the need to blow the whistle on employer wrongdoings. Data is collected from public records and documents, along with interviews with senior representatives from ‘all’ the social partner agents involved in drafting or contributing to the Act. The evidence suggests that the Act may have limited utility in ensuring fairness and justice for the whistle-blower. In particular, employers appear reluctant to embrace the idea of more legal protections, while cultural stigmas attached to the idea of ‘blowing the whistle’ may inhibit people coming forward. The article contributes to justice theory and employment regulation, as well as whistle-blowing practices, and some recommendations are suggested to improve awareness of whistle-blowing rights for workers.

Suggested Citation

  • Halpin Lisa & Dundon Tony, 2017. "Whistle-blowing and the employment relations implications of the ‘Protected Disclosures Act 2014’ in the Republic of Ireland," The Irish Journal of Management, Sciendo, vol. 36(3), pages 221-232.
    • Handle: RePEc:vrs:irjman:v:36:y:2017:i:3:p:221-232:n:1002
    DOI: 10.1515/ijm-2017-0009
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    References listed on IDEAS

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