Recent statistics indicate an increase in whistleblowing among employees, with reports of whistleblowing reaching a record high.
Whistleblowing refers to the act of an employee raising concerns about potential wrongdoing in the workplace, such as health and safety breaches, theft, fraudulent activities, bullying, or harassment. The employee must have a reasonable belief that the incident has either occurred or is about to occur, and that it will be detrimental to the public, including colleagues.
While reports are typically made to a line manager, some employees may hesitate to come forward due to concerns about victimisation or potential job loss.
Since the implementation of the Worker Protection Act 2023, which came into force in October 2024, the responsibility for employers to prevent sexual harassment has prompted an increase in whistleblowing. In 2024, we saw an increase in online reports, from 63% to 67%, with the nonprofit, food processing, emergency, and wholesale sectors showing the most active participation. Remote employees are increasingly opting for telephone reporting, as it is seen as a safer and more confidential option.
In a recent survey conducted by Safecall, HR-related concerns such as bullying, discrimination, unfair treatment, and miscarriage of justice made up 55% of all whistleblowing reports. Reports related to dishonest behaviour, including bribery, corruption, fraud, and theft, accounted for nearly 19% of reports. This is a record high in recent years.
Notably, 86% of anonymous reports originated from the emergency services sector, and 76% from the wholesale sector. While there is still some progress to be made, these trends reflect a positive shift toward building trusted and accessible reporting channels.
Whistleblowing serves as an early warning system for identifying unsafe or unethical practices, legal violations such as health and safety regulations or anti-discrimination laws, or breaches of company policies. By addressing concerns before they escalate, employers can mitigate potential risks such as physical, financial, or reputational.
A well-defined whistleblowing policy not only reinforces an organisation’s commitment to accountability but also reassures employees that their concerns will be taken seriously and managed appropriately. Crucially, such a policy should clearly outline the procedures for reporting, the support available, and the consequences for breaching confidentiality, helping to build trust and confidence in the process. When employees trust that their concerns will be treated seriously, confidentially, and with respect, they are more likely to come forward with concerns.
A transparent policy reinforces the company’s commitment to integrity and fairness, boosting morale and job satisfaction. This not only helps to prevent toxic workplace cultures but also fosters an environment where employees feel safe, valued, and supported. As a result, employees are more likely to engage positively with their work, collaborate with colleagues, and contribute to a healthier organisational atmosphere. Employees who feel safe reporting misconduct are typically more loyal, which in turn supports higher retention and reduces turnover costs.
Creating an environment where employees feel confident and supported to speak up is essential for fostering a culture of transparency. This begins with implementing a whistleblowing policy that is clear, accessible, and easily understood by everyone in the organisation.
The policy should clearly define what types of concerns can be raised, explain how and where to report them, and identify who can be reported. It must also provide strong assurances of confidentiality and explicitly state the consequences for breaching these safeguards or retaliating against those who come forward.
Effective and consistent communication is key to building trust in the process. Senior leaders should play an active role by publicly endorsing the policy, holding awareness sessions to educate employees, and ensuring that the policy remains visible and easy to access through internal communication channels like the company intranet.
Evaluating the success of the whistleblowing process is also critical. This includes gathering employee feedback through surveys to assess their understanding of the policy and their trust in how it is applied. Insights from this feedback should be used to refine the approach and address any concerns, helping to create a stronger, more transparent workplace culture.
In conclusion, a trusted and effective whistleblowing process not only protects the integrity of the organisation but also empowers employees to speak up without fear. By ensuring the policy is clear, well-communicated, and continuously reviewed, organisations can foster a culture of openness, accountability, and mutual respect.
To find out more information or to discuss whistleblowing within your workplace, please get in contact with our team of experts.
T: 0330 107 1037
LinkedIn: High Performance Consultancy