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To make a protected disclosure, you must be an employee of the transport Crown entity you are making the disclosure about. This is often called whistle-blowing.
The 5 transport Crown entities are:
Under the Protected Disclosures Act, employees include:
Serious wrongdoing can include:
You can share any concerns or complaints about serious wrongdoing with your chairman or chief executive.
However, you can contact us if you:
If you email us, we contact you to discuss your complaint within 20 working days. Any discussion can happen in person, by phone or email, and will be held in strict confidence under the Protected Disclosure Act.
Email us: firstname.lastname@example.org
You can find more information about making a protected disclosure on the Ombudsman website.
If you make a protected disclosure, information that identifies you will be kept confidential, unless one of the exceptions in the Protected Disclosures Act applies.
The exceptions are if you consent to the disclosure, or if disclosure is essential to:
The purpose of the Protected Disclosures Act is to encourage people to report serious wrongdoing in their workplace by providing protection for employees who want to ‘blow the whistle’.
Your disclosure is protected if:
Your disclosure is not protected if:
No civil, criminal, or disciplinary proceedings can be taken against you for making a protected disclosure, or for referring one to an appropriate authority.
If your employer retaliates against you for making a protected disclosure, you can take personal grievance proceedings under the Employment Relations Act.
Under the Human Rights Act, as a whistle-blower you cannot be treated less favourably than others in the same or similar circumstances. If you are a whistle-blower who is victimised in this way you may be able to take legal action under the Human Rights Act.