Whistleblowing

Alex Sobel Excerpts

Wednesday 3rd July 2019 Commons Chamber

[Justin Madders (Ellesmere Port and Neston) (Lab)]

The hon. Member for Stirling (Stephen Kerr) has made a good and wide-ranging speech, and he is right that this is the start of the process, not the end of it: there is clearly a need for significant legislative reform. I thank the right hon. Member for North Norfolk (Norman Lamb) for getting this debate under way and for the consistency he has shown over a number of years in supporting those who blow the whistle, and indeed for how he set out today why there is a need for a fundamental review of the regulations. It has been clear for some time that we are simply not protecting people in the way I think we would all like to see.

We have had piecemeal reforms, often as a result of case law, which have given some notable advances in protection, but that has also left gaps and loopholes, and it still remains the case, as we have heard on a number of occasions today, that the best-run organisations with the most comprehensive policies in place can be very daunting places for someone to blow the whistle in, and it does not come without consequences.

I know from my own experience as an employment lawyer before I was elected to this place about the issues employees face across a range of sectors when they are brave enough to speak up. We must not underestimate how difficult that is and how brave people are when they decide to blow the whistle, because there are many examples of how people have suffered, with careers destroyed, and worse, as a result of sticking their head above the parapet. This can involve anything from being shunned by colleagues to being dismissed on spurious charges. There are a number of unfortunate consequences that can arise from blowing the whistle, so we really should support those who have the courage to do it. Sadly, the treatment that some people receive can continue even after they have left their employment. This is far from being the benign environment that we would like to see. We are having new laws in Ireland and Australia, and a new EU whistleblowing directive is coming in in 2021, so if we are to ensure that our workers’ rights at least keep pace with those in the EU, which is what the Government have committed to, we must begin to think about how we can strengthen workplace protections for whistleblowers.

I have spoken before about whistleblowing in the NHS and the importance of providing a workplace environment where NHS staff are able to raise concerns about things they are worried about. It should be an environment where there is no fear of repercussions or unfavourable treatment and where staff feel confident that action will be taken to resolve their concerns.

[Alex Sobel (Leeds North West) (Lab/Co-op)]

As my hon. Friend knows, the Department of Health is based in Leeds, and one of my constituents whistleblew about the DH2020 process in her role as a trade union representative. She was not supported, and she was hounded out of the job she loved, incorrectly. She won her case at an employment tribunal, but that was no compensation to her because she is no longer in that job and has had her career ruined by whistleblowing on behalf of all the employees in the Department of Health who have been affected by DH2020.

[Justin Madders]

My hon. Friend raises an important point, and that is something I will come on to later. The current legislation is retrospective. It is righting wrongs after they have occurred but, as we have heard, it is too late to put a career back in place after the event.

In the NHS, it is particularly important that people feel able to blow the whistle safely, not only because they have general obligations as an employee, but because many staff have a professional duty to raise concerns where they see them and could actually be in trouble with their own regulators if they do not do so. NHS England and NHS Improvement policies are very clear on this. They say:

“If in doubt, please raise it. Don’t wait for proof. It doesn’t matter if you turn out to be mistaken as long as you are genuinely troubled.”

The NHS constitution pledges that NHS employers will support all staff in raising their concerns. As we have heard on a number of occasions, however, that clearly has not happened. Fine words are not enough. Sadly, staff do not have the confidence to raise concerns without fear of repercussions.

The most recent NHS staff survey, in which staff were asked whether they would feel safe raising concerns about unsafe clinical practices, found that only a fifth said that they strongly agreed that that was the case, and three in 10 said that they did not feel safe raising such concerns. When asked whether they were confident that their organisation would address their concerns, just 14.8% of staff strongly agreed with that statement. Given that 17.8% of staff said that they had seen errors, near misses or incidents that could have hurt patients in the last 12 months, it should be deeply concerning to all of us that staff in the NHS do not feel that their concerns are being acted on.

As the right hon. Member for North Norfolk mentioned, junior doctor Chris Day was a prominent example of someone who blew the whistle and was treated appallingly. He raised legitimate concerns about staff ratios, then lost his job. The tribunal action that followed resulted in a lengthy and, in my view, wholly unnecessary legal battle in which Health Education England effectively sought to remove around 54,000 doctors from whistleblowing protection by claiming that it was not their employer. Four years and hundreds of thousands of pounds later, it eventually backed down and accepted that it should be considered an employer after all.