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The employer has not necessarily done anything wrong here. If you were interviewed as part of an investigation in the workplace then it is assumed that this information can be used against the people alleged of the misconduct. It is possible for you to request anonymity when giving evidence but that is for you to request – not for the employer to offer, nor would they assume you wanted to be anonymous and ask you whether it is acceptable to disclose you as the witness.
Even with a request for anonymity the reason for the request and the motives of the informant needs to be explored. In a small workplace, or in instances where the witness is genuinely in fear of physical violence, various steps can be taken to protect the witnesses' identity. The reality is, however, no guarantee of complete confidentiality to the witness can be given. There may always be a risk that subsequent criminal or civil (including employment tribunal) proceedings are issued and the accused employee will seek disclosure of the witness statements or notes of interview, which will identify the witness.
Saying that, in ordinary disciplinary proceedings, witnesses' anonymity may be protected if the witness requests it. That could be done quite easily as long as the main information in the statement is disclosed and the employee knows what the evidence against them is and allows them to defend it.
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