Discloser information and support

Public interest disclosures (PIDs) are an important way of helping to ensure integrity and accountability in the public sector. If you make a PID, you have a responsibility to provide honest, accurate and relevant information.  

The Public Interest Disclosure Act 2010 recognises the important role of a discloser and provides protections to those who make a PID.

After you make a PID, you have a responsibility to maintain appropriate confidentiality about the making of the PID, the information you disclosed and the identity of anyone referred to in the PID. By not disclosing information about the PID to work colleagues and friends, you are helping to ensure the integrity of any investigative process and minimise the risks of reprisal against you or others.

What information can I expect?

After receiving a PID, the public sector entity has a responsibility to provide you with reasonable information about the disclosure. The entity should write to you to confirm the receipt of the PID and inform you of the action taken or proposed to be taken. If the entity believes no action is required, you are entitled to be informed of the reasons for that decision. If the matter is ongoing, you can ask your PID support officer to update you on its progress.   

If the entity takes action in relation to the disclosure, you should be given a description of the results of that action. The entity may decide not to release information if it is likely to adversely affect anyone’s safety, the investigation of the offence, or where it is necessary to preserve confidentiality about an informant’s existence or identity.

What kind of support can be provided?

As part of the PID assessment process, the entity must conduct a risk assessment and determine the level of protection and support appropriate for the discloser (and others associated with the disclosure, including witnesses).

The type of support and protection offered to you will depend on a range of factors such as, the type of alleged wrongdoing, the circumstances of your report, your connection with the subject officer and the workplace involved in the PID. 

If you have any concerns about possible reprisal, make this clear when you disclose.  

If you are a public officer, you should be contacted by a support officer from your agency. Sometimes your direct manager will be your support officer for the PID process (unless your manager is excluded from this role because of their involvement in the PID or investigation). Alternatively, the organisation may appoint another trained PID support officer who is independent of the investigation and the resulting decision-making process.

Practical support offered by your support officer may include:

• giving you information about the PID process and updating you about progress in relation to your disclosure
• helping  you to manage your expectations and mentally prepare for stressful situations  
• giving you information about external organisations and services that offer support – such as employee assistance services to help with stress management or other counselling services
• monitoring the workplace for possible reprisal or conflict.

As employers, public sector organisations have a duty of care to support and protect employees who report wrongdoing.

Your organisation should:

• assess the circumstances of the case, including assessing the risk of reprisal
• take action to stop and correct any detriment that has occurred and prevent further detriment
• consider taking disciplinary action against person(s) who commit a reprisal.

If you are a member of the public, the organisation should nominate a PID support officer to inform you about the PID process, your rights and responsibilities as a discloser, and the action taken by the agency in response to your disclosure. The PID Act makes reprisal against any discloser an offence. A public sector entity may be vicariously liable if any of its employees attempt or cause reprisal against a discloser (whether a public officer or a member of the public).