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2025-05-30_SWANK_Email_Protect_WhistleblowingLawExcludesSafeguardingRetaliation.pdf
⟡ “That’s Not Whistleblowing. That’s Just Your Life.” ⟡
Protect Charity Explains Why Systemic Harm Outside Employment Is Ineligible for Whistleblower Protection
Filed: 30 May 2025
Reference: SWANK/NGO/PROTECT-02
📎 Download PDF – 2025-05-30_SWANK_Email_Protect_WhistleblowingLawExcludesSafeguardingRetaliation.pdf
Summary: Protect, the UK’s whistleblowing charity, responds to a safeguarding abuse report by stating that employment law does not apply — and refers the complainant elsewhere.
I. What Happened
On 30 May 2025, Protect responded to a detailed webform submission describing medical discrimination, housing-related endangerment, and social services retaliation. The reply was empathetic but firm: whistleblowing law applies only to concerns raised within formal employment settings.
Though the complaint was about abuse and retaliation, Protect disclaimed relevance, directing the complainant to a scattershot list of other organisations: Equality Advisory Service, Disability Law Service, Shelter, Citizens Advice, and more — each covering fragments of the concern.
II. What the Complaint Establishes
• UK whistleblowing law offers no protection for systemic harm outside employment structures
• Institutional retaliation, safeguarding abuse, and discrimination fall through the legislative cracks
• Protect’s remit is bounded so tightly that life-threatening misconduct by public bodies is considered out-of-scope
• The complainant was offered legal charity referrals, not escalation pathways
• The system requires that whistleblowing be professional — not personal, not parental, not medical, not embodied
III. Why SWANK Logged It
Because this is how categories protect institutions: by defining harm as invalid unless it occurs under contract.
Because whistleblowing cannot just be a function of HR structures — it must mean speaking truth to institutional power.
Because Protect — while polite — confirms that the law doesn’t protect those who expose harm without a badge, payroll ID, or office pass.
SWANK archives this as a record of systemic exclusion — even from those who claim to defend dissent.
IV. SWANK’s Position
We do not accept that retaliation must happen at work to be unlawful.
We do not accept that discrimination must be salaried to count.
We do not accept that Protect’s sympathy excuses the legal vacuum its reply exposes.
This wasn’t whistleblowing ineligible. This was protection unavailable.
And SWANK will log every polite no dressed as limitation.
⟡ This Dispatch Has Been Formally Archived by SWANK London Ltd. ⟡
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Filed with velvet contempt, preserved for future litigation.
Because evidence deserves elegance.
And retaliation deserves an archive.
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