We have an employee who clearly has a grievance with the company and has openly said that he wants to report us to the HSE, only he doesnt have a specific issue or complaint and he's actively trying to find deficiencies in our documentation so that he forward them on to the HSE as a complaint. This has been going on for about 8 months and so far hes tried with our workpalce transport arrangements,  COVID management (risk assessment and management controls), then he moved on to our confined spaces management and again wanted to see the assessment of the confined spaces and the management thereof. Having found nothing to go at he's now asked for a copy of the fire risk assesment. 

As a company, we've invitied him to discuss any concerns he has so we can address them (he declined) and reminded him of his responsiblity to highlight deficiencies we may have missed so we can work together to improve the workplace but its clear he has an unknown motive that he's not willing to discuss with us. 

So the question becomes, do I have to give him a copy of the assessment knowing that he wants to take it away to try and find issues with it or could I just make it available to him without permission for it to leave site or to take a physical copy (i.e. company intellectual property)? Normally, I'd be happy to share anything with an employee but when someone is so clearly trying to work against the interests of the business it becomes extremtly difficult to foster a culture of 'working together' 

I would provide them with a copy of their contract and the company procedures covering grievance, employee consultation and whistleblowing.

Book them an appointment with HR to discuss why they are not following their contractual obligations - "whistle blowing" defence only works if the employee has tried to engage with the business not run directly to the regulator - and then point out that vexacious accusations consuming management time are misconduct.

https://www.manchestereveningnews.co.uk/news/greater-manchester-news/jd-sports-worker-sacked-after-18493071

A "similar" scenario?

As per other, remind him of the company grievance procedure / how to flag up h&s issues. Ensure he has received the legally required training for his job - significant findings of risk assessments, fire emergency action etc.

Unless he can show he is competent in the subject matter, then I wouldn't let him have the full copies of confined spaces/fire risk assessments etc, its not for him to pick holes in RAs for the sake of it.