Protected Disclosures

Garda Protected Disclosures Office

A new Garda Protected Disclosures Office was established on 6th January 2025. It is responsible for the management of Protected Disclosures in An Garda Síochána on behalf of the Garda Commissioner.

The office consists of the following personnel:

• Protected Disclosures Manager (PDM) who is of Assistant Principal Officer grade
• A number of supporting Garda members and Garda Staff

The Protected Disclosures manager reports to Chief Superintendent, Garda Professional Standards Unit, under the remit of Assistant Commissioner, Governance & Accountability. The office is based in Garda Headquarters, Phoenix Park, Dublin 8.

Protected Disclosures

What is a Protected Disclosure?

A Protected Disclosure is a confidential means of reporting wrongdoing within An Garda Síochána.

What is not a Protected Disclosure?

An interpersonal grievance exclusively affecting the reporting person or any issues relating to the worker’s own contractual arrangements are not a Protected Disclosure.

What is the process for making a Protected Disclosure?

Through the above office, An Garda Síochána provides a mechanism for the “protected disclosure” of “relevant wrongdoings” in accordance with the Protected Disclosures Act 2014 as amended by the Protected Disclosures (Amendment) Act 2022.

The Garda Protected Disclosures Manager and by extension the Garda Protected Disclosures Office has been designated by the Garda Commissioner as the recipient of confidential disclosures of relevant information by all employees and other “workers” within An Garda Síochána who have a “reasonable belief” which tends to show one or more “relevant wrongdoing” which came to their attention in a “work related context”. Thus, work related wrongdoing can be reported confidentially to the Garda Protected Disclosures Manager.

The process for reporting, assessing & investigating a wrongdoing is set out in the Garda Protected Disclosures Policy & Procedures Documents. Garda Policy should be read in conjunction with the relevant legislation. 

There are number of good reasons for reporting wrongdoing, these include, but are not limited to;

• Preventing & deterring wrongdoing,
• Exposing & detecting wrongdoing which has occurred or is occurring,
• Creating a culture which is open and transparent,
• Keeping people safe, both members of the public and our staff,
• Avoiding organisational reputational damage,
• Identifying where policies and procedures can be reviewed & updated.

Confidentially

One of the key responsibilities of the Protected Disclosures Manager is to ensure that personal details remain confidential. The identity of the individual making the disclosure will not be disclosed without the reporting workers explicit consent. However, there are a number of limited exceptions which are set out in law.

Anonymous Reports

It is strongly recommended that anonymous reports are not made, as the absence of the reporting person’s details may restrict the assessment and investigation of the disclosure. If an anonymous disclosure is reported the Protected Disclosures Manager it will be assessed. The Protected Disclosures Manager may forward the reported wrongdoing to another more appropriate section within AGS for examination or investigation as appropriate.

Form PD1

It is in everyone’s interest to ensure that the disclosure of information is clear and concise. It is important to set out specifically what the relevant wrongdoing is as per Section 5 (3) of the Protected Disclosure Act 2014 as amended. Form PD1 should be used to assist you.