Select Committee on Whistleblowing Policy Implementation

This Committee was established to review how the 2021 Tynwald resolution about whistleblowing has been implemented, and to examine whistleblowing policy, the use of Non-Disclosure Agreements (NDAs), and public bodies’ ability to handle serious concerns.

Latest News

Call for Evidence

Deadline for Submissions: 18th November 2025

On 23rd October 2025 Tynwald established a Select Committee on Whistleblowing Policy Implementation. The Committee would like to hear from anyone who would like to comment on any element of its remit as set out below. Submissions should be sent in by noon on Tuesday 18th November to the address below. Email is preferred but hard copy is acceptable. More information about providing written evidence to a Committee of Tynwald can be found here.

A previous Select Committee inquiry on whistleblowing was launched in March 2018 and reported in November 2020. Its report was debated in Tynwald on 16th February 2021. The November 2020 report can be read here and the February 2021 debate can be read here.

If you have had experience since June 2019 of the matters in the Committee’s remit, you can support this inquiry by telling the Committee about your experience. Please note, however, that the Committee has no power to provide a remedy in any individual case and cannot make representations to anyone else on your behalf. Please also note that the Committee will not accept evidence on individual experiences which happened before June 2019.

Respondents should be aware that the Committee may choose to make public any information it receives. Personal contact details are routinely redacted in advance of such publication. If there is any other information in your submission that you do not wish the Committee to publish, or that you believe the Committee should not publish, please explain this in your submission.

The detailed remit of the Committee is to investigate and report on:

  • a) the implementation of the Tynwald resolution of 16th February 2021 about whistleblowing;
  • b) the impact on public sector employers and employees of the Isle of Man Government Whistleblowing Policy, to include the impact both of the policy itself and of the way in which it has been implemented;
  • c) the policy and practice of public sector bodies regarding the use of nondisclosure agreements upon the termination of employment, with particular reference to whistleblowers; and
  • d) the capability of public bodies to address and resolve relevant failures as defined in section 50(1) of the Employment Act 2006.

The resolution referred to in part a) of the Committee’s remit is:

Recommendation 1

The Manx legislation regarding protected disclosures should be amended to include a public interest test. The Department for Enterprise will consult on whether the Manx legislation should also be amended to include vicarious liability for employers and whether there need be good faith attaching to a disclosure.

Recommendation 2

The Isle of Man Government Whistleblowing policy and guidance should be re-written to encourage reporting of concerns, make it clear and accessible to the lay person and remove duplication.

Recommendation 3

The Isle of Man Government Whistleblowing policy training must be compulsory with a refresher session completed every five years.

Recommendation 4

That Tynwald is of the opinion that as an interim measure the Tynwald Auditor General shall oversee the management of public interest concerns raised by public sector employees and workers stationed within Departments, Boards and Offices of Government to ensure that any such concerns raised have been addressed; to review the reasons for any cessation of employment or engagement with a whistleblowing element, to ensure that the original public interest concerns have been addressed; and to report annually to Tynwald; and that the Tynwald Auditor General will be adequately resourced to do this.

Recommendation 5

That the Cabinet Office and the Department for Enterprise should jointly consult during 2021/22 on an all-encompassing statutory framework for Whistleblowing to cover:

  • a) encouraging the raising of public interest concerns,
  • b) the provision of monitoring and support,
  • c) protection for whistleblowers and penalties for non-compliance, and
  • d) the possible creation of an Isle of Man Concerns at Work service to provide oversight for the whole Island;
  • and that as part of the development of a new statutory framework, the Government should consult staff sides.

The “relevant failures” referred to in part d) of the Committee’s remit are:

  • a) that a criminal offence has been committed, is being committed or is likely to be committed,
  • b) that a person has failed, is failing or is likely to fail to comply with any legal obligation to which he or she is subject,
  • c) that a miscarriage of justice has occurred, is occurring or is likely to occur,
  • d) that the health or safety of any individual has been, is being or is likely to be endangered,
  • e) that the environment has been, is being or is likely to be damaged, or
  • f) that information tending to show any matter falling within any one of the preceding paragraphs has been, or is likely to be deliberately concealed.

Contact the Committee

For enquiries or to submit written evidence please contact:

Jonathan King

Clerk to the Committee
Legislative Buildings
Finch Road
Douglas
Isle of Man
IM1 3PW
Tel: 01624 685500
Email: committees@tynwald.org.im

Committee Members

​Julie Edge MHK
Committee Chair​

​Gary Clueit MLC
Committee Member​

Ann Corlett MHK
Committee Member​

Tim Glover MHK
Committee Member​

The Lord Bishop The Right Reverend Patricia Hillas
Committee Member​

Committee Remit

That a Select Committee of five Members be established to investigate and report on –

a) the implementation of the Tynwald resolution of 16th February 2021 about whistleblowing;

b) the impact on public sector employers and employees of the Isle of Man Government Whistleblowing Policy, to include the impact both of the policy itself and of the way in which it has been implemented;

c) the policy and practice of public sector bodies regarding the use of nondisclosure agreements upon the termination of employment, with particular reference to whistleblowers; and

d) the capability of public bodies to address and resolve relevant failures as defined in section 50(1) of the Employment Act 2006; and

e) that the report of the Select Committee should be laid by March 2026 for debate by May 2026.

Tynwald, 23rd October 2025

The Committee reserves the right to publish any evidence sent to it in the absence of any agreement that the evidence will be confidential.