We, the undersigned, call on the Mayor of London and Transport for London (TfL) to mandate a "Good Samaritan" Clause in all transport operator contracts.

This clause must ensure that any staff member who uses proportionate force to prevent a crime or assist a victim—as verified by police findings—is protected from "Gross Misconduct" dismissal.

We demand that TfL disciplinary codes be formally harmonised with the Social Action, Responsibility and Heroism (SARH) Act 2015. 

The Justification: 

As a Law graduate and current LPC student, I am highlighting a critical failure at the intersection of employment law and public safety.

The Cost of Integrity: Why I am Fighting for a "Good Samaritan Clause"

For most, "whistleblowing" is a corporate buzzword. For me, it was the sound of my colleagues crying in a hotel hallway because the money for their children’s milk was being stolen.

The Burden of the Truth

Almost 14 years ago, I was one of many legal immigrants who arrived in the UK with a dream but without the English language to protect myself. When I saw a supervisor stealing from the staff, I was told there was "no evidence" to stop the theft.

 I chose to become the evidence. I broke "internal staff law" by using my private phone to film the person stealing. I did the right thing, but it cost me everything.

The Ghost of the Investigation

After I exposed the crime, the person was suspended. However, the investigation took a tragic turn: while under suspension, that person took their own life.

Even though the person was no longer there, the trauma remained. For a long time, I didn't see a hotel suite when I walked into the room where I had filmed the video; I saw a ghost.

I was haunted by the memory of that moment every time I stepped inside. I carried the weight of a life lost simply because I spoke up for the truth—a burden no worker should have to carry alone.

The Power of Fair Leadership

In the midst of this darkness, I saw a glimmer of what the system could be.

My boss at the time chose integrity over bureaucracy. While I was suspended during the investigation, they ensured the process was fair and transparent.

Most importantly, they provided me with the psychological help I needed to process the trauma.

This support is why I am standing here today.

 It is why stories like Mark's touch my heart so deeply—because everyone deserves that same fairness.

We should not have to rely on the "luck" of having a kind boss; support for a Good Samaritan should be a legal right, not a coincidence.

The Struggle to Move Forward

The trauma made it impossible for me to continue in that department. To survive, I applied for a fresh start elsewhere. I began waking up at 3:00 AM every single day to study vocabulary on the subway, desperately trying to find the words to defend myself and explain my worth in a language that was still new to me.

 I was fighting to find the words to say, "stop hurting me." 

From Bystanders to Protectors

This isn't just my story.

It’s the story of the bus drivers in Harrow in all TFL in all transport and every industry who are terrified to intervene in a crime for fear of "technical breaches." It is a systemic crisis where we have been trained to fear HR more than we fear injustice.

I am now an LLB graduate and LPC student. I am studying the law so that no one else has to carry the silent trauma of doing the right thing.

We must stop punishing the Good Samaritan!

We must ensure that integrity leads to honor, not a mental breakdown!

The dismissal of workers for actions deemed lawful by the Metropolitan Police (as seen in the case of Mark Hehir) is a subversion of the Criminal Law Act 1967 and the SARH Act 2015.

By penalising bravery, TfL operators are institutionalising a "bystander effect" that endangers the London public.

By penalising bravery of any staff in any company the employers are institutionalising a „bystander effect”.

We must ensure that if an act is lawful in the eyes of the police, it cannot be a sackable offence in the eyes of any employer. 

Proposed Amendment to the Employment Rights Act 1996:

We demand a new statutory protection ensuring that no employee shall be dismissed for 'Gross Misconduct' if their actions were performed in good faith to prevent a crime or protect a person from injury (The "Good Samaritan" Clause). Where law enforcement deems an intervention "proportionate and necessary," this act must, by law, be protected from summary dismissal.

Sign this petition to demand:

• Legal Immunity: For good-faith interventions that expose crime or save lives, ensuring "technicalities" aren't used to punish the messenger.

• Anti-Retaliation Shields: To protect whistleblowers from the systemic bullying and isolation that often follows a report.

• Mandatory Moral Injury Support: Requiring all employers to provide mental health resources and fair, transparent investigations for those brave enough to speak out.