The purpose of the Protected Disclosures Act, 2014, is to provide a framework within which workers can raise concerns regarding potential wrongdoing that has come to their attention in connection with their work. The Act provides protection from penalisation if it results from the making of a protected disclosure.
The HPRA may receive protected disclosures from external persons in relation to the regulatory functions performed by the HPRA. For these types of disclosures:
- The person making the disclosure must be a current or past worker in a company which carries out activities regulated by the HPRA.
- The worker must reasonably believe that the information disclosed and any allegations it contains regarding potential wrong-doing (as defined in the Act) are substantially true.
The HPRA will use the information provided to decide whether or not to investigate. The nature of the disclosure may be such that a ‘for cause’ investigation is carried out, or the matter might be investigated at the next routine inspection, or in some cases, no investigation may be deemed warranted by the matters disclosed. The decision to investigate - or not - is the responsibility of the HPRA, on the basis of the information provided and in accordance with its regulatory remit and its own procedures. The discloser may be informed of the outcome, in general terms only.
The HPRA will protect the identity of the discloser if possible but may be obliged to reveal the identity so that a proper investigation can be carried out. Anonymous disclosures will be investigated in so far as is practicable with the information supplied.
Any disclosure under the Act can be sent for the attention of the Chief Executive by letter, by telephone, or by e-mail to email@example.com.
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