What to do

[tipoff]

I have been suspended from my job since October on full pay. I have agreed to take a settlement of two months pay. The suspension was for data breach, long story, I made a stupid mistake and have paid the price. I did not act dishonestly though.
i would like to whistleblow on the school with regards to fraudulent activity and a safeguarding issue. I have been advised by the union that this could compromise any settlement. I have not yet seen the agreement but as you know there will be clauses to prevent this.
If I do it now, will I be in more trouble. Pleas advise.

[Amethyst]

You have already agreed the settlement, have you signed a settlement/compromise agreement already? and is there any confidentiality clause in there? The safeguarding issue should transcend any confidentiality agreement as it is in the public interest (presumably) and tbh you could make an anonymous report to the relevant authority if you feel it is necessary. Are either of the issues related to the data breach you were dismissed for? ( could they be seen as retalitory ? ) Did you disclose to the union what the safeguarding issue was that you wanted to whistleblow before they advised it could affect settlement?

I've moved you down to the Employment Law section of the forum.

[ULA]

As part of the settlement agreement (SA) you will be required to take independent legal advice for which your employer will pay a contribution to the cost. For a straight forward SA the contribution from the employer will normally cover the cost of this advice. When you take that advice I would get them to review the document for any issue with regard to whistleblowing if it is in the public interest. An SA is designed to stop you making any claims against your employer i.e. for the compensatory payment you forfeit your rights to bring any later employment claim. There are usually clauses related to confidentiality and this is were the advisor will be able advise on this situation.

Yes you can whistle-blow anonymously but you would want to ensure that your employer would not have a reasonable suspicion it was you.