Regulation of whistblower protection in labour law

The regulation of the whistleblower protection in the Republic of Lithuania is a relatively new institute, which entered into force on 1st January 2019. Until then, the protection was granted to persons who reported about the violations at their workplace on a general legal basis. In order to properly reveal the topic of the Master's thesis, the current paper analyses the institute of whistleblower protection in the context of Lithuanian and foreign labour law and examines the main problems related to the regulation of whistleblower protection. The Master's thesis consists of two main parts: the origins of the regulation of the protection of the whistleblowers in labour law and the problems of the regulation of the protection of the whistleblower. The first part of the paper discusses the differences of the concept of whistleblower, analyses the meaning of the violation as a concept, details the reasons for the occurrence of this institute and the main aim – to provide appropriate protection to those who have information about the violation in the company and report it to the relevant authorities. The first part also analyses the current regulation of the protection of whistleblowers in international, European Union and Lithuanian labour law. In order to assess the compliance of the existing regulation of the protection of whistleblowers in the Republic of Lithuania with the law of the European Union, the laws of the Republic of Lithuania regulating the protection of whistleblowers are compared to the Directive (EU) 2019/1937 of the European Parliament and of the Council of 23 October 2019 on the protection of persons who report breaches of Union law. The second part of this work deals with the main problems of the regulation of the protection of whistleblowers, which currently exist in the Republic of Lithuania in a specific branch of law – labour law. The following problematic aspects are analysed in the Master's thesis: ways of reporting information about violations, application of negative impact measures to the employee and ensuring the confidentiality of the employee