Guidance

Whistleblowing guidance for employers

Get an overview of whistleblowing policies and procedures as an employer, to support your organisation’s commitment to handling wrongdoing in the workplace.  

• From: Department for Business and Trade
• Published: 6 April 2026

Overview of whistleblowing law

As an employer, having whistleblowing policies and procedures helps to creates a transparent working environment and demonstrates your organisation’s commitment to handling wrongdoing in the workplace.  

Information that workers raise can help identify issues early, facilitate good practice, and reduce the risk of harm to an organisation or the people it serves.  

Whistleblowing is when a worker reports any wrongdoing that is in the public interest.  

The Employment Rights Act 1996 protects workers in Great Britain who ‘blow the whistle’ from being treated unfairly and from dismissal, if certain conditions in the Act are met. This is known legally as making a ‘protected disclosure’. 

For a worker to receive protection, they must:     

• reasonably believe that a disclosure is in the public interest  

• reasonably believe that the disclosure shows that one or more type of wrongdoing listed in the Act has taken place, is taking place or is likely to take place. For example, a danger to health and safety

• make the disclosure through the proper channels. For example, to their employer or to a relevant regulator or organisation, known as a ‘prescribed person’

Whistleblowing law is different in Northern Ireland and this guidance only relates to Great Britain.

Workers can raise concerns at any time about an incident that happened in the past, is happening now, or you believe will happen in the future. 

What protection is available

The law protects workers from being treated unfairly for blowing the whistle. This is known legally as being protected from detriment.  

Examples of detriment include a reduction in work hours and harassment.  

If a worker is an employee, they are also protected from being unfairly dismissed because they blew the whistle.  

Workers can enforce their rights by taking a case to an employment tribunal.  

Workers are protected from the beginning of employment and are protected even if they no longer work for you. 

Who is protected  

A wide range of workers are protected. The definition of ‘worker’ for whistleblowing purposes is broad and includes: 

• workers, including employees 

• trainees or those undertaking work experience that is not provided by an educational establishment (for example, university, college, school) or as part of a course run by that establishment 

• agency workers 

• student nurses and student midwives 

• an individual who works under a contract to carry out work for a business at a location the business does not control. The business is their employer and must not be a client or customer of the individual’s own business. For example, a plumber who works for a plumbing company and is sent to fix problems at various hotels, either personally or otherwise, is covered, because they’re working under a contract for the plumbing company who is not their client or customer.

• police constables and police cadets 

• self-employed NHS practitioners, such as doctors, dentists, ophthalmologists and pharmacists 

• applicants for certain roles in the NHS 

Each case will depend on the facts, but people are unlikely to be protected if they are: 

• self-employed, unless they fall into a category in the list above 

• a volunteer  

• a non-executive director 

• a member of the armed forces 

• a crown employee who works for MI5, MI6 or GCHQ

What qualifies as whistleblowing 

To qualify for whistleblowing protection under the law, a worker must: 

• reasonably believe that their disclosure is about a certain type of wrongdoing

• reasonably believe that reporting the wrongdoing is in the public interest

• make the report through the proper channels

These conditions are explained in later sections of this page  

Disclosures of wrongdoing that count as whistleblowing 

A worker must reasonably believe that one or more of the following types of wrongdoing has taken place, is taking place or likely to take place: 

• a criminal offence – for example, an employer committing fraud 

• a breach of a legal obligation – for example, an employer does not have the right insurance 

• a miscarriage of justice – for example, a worker has identified evidence that was not provided to a court that they reasonably believe would have changed the outcome of a case 

• someone’s health and safety is in danger – for example, customers have been served contaminated food 

• damage to the environment – for example, new business activities are likely to pollute local rivers 

• sexual harassment – for example, a worker sexually harasses other workers 

• the deliberate concealment of information tending to show any of the above

Public interest test  

A worker must reasonably believe that reporting the wrongdoing is in the public interest. 

Generally, this means the wrongdoing will impact others, not just the worker. For example, other colleagues or the public. 

In deciding if the disclosure is in the public interest a tribunal will look at the facts of the specific case, but may consider the following four factors when determining whether a disclosure is in the public interest:  

1. The numbers in the group whose interest the disclosure served: for example, a larger number of people impacted by wrongdoing might be more likely to be considered in the public interest although not necessarily.  

2. The nature of the alleged wrongdoing and the impact of the wrongdoing disclosed: an assessment of whether the wrongdoing was marginal or indirect or important. A disclosure affecting a very important interest. For example, public health or substantial financial fraud might be more likely to meet the test even if the group affected is relatively small.  

3. The nature of the wrongdoing disclosed: if the wrongdoing was deliberate or accidental may be taken into account and where the wrongdoing was deliberate, this might be more likely to be in the public interest than an inadvertent wrongdoing affecting the same amount of people.  

4. The identity of the alleged wrongdoer: if the wrongdoing involves a high-profile person or large organisation, their actions may have had wider reach and may be more likely to be considered in the public interest.   

But this will not always be the case. An employment tribunal or a court may consider other factors, such as the nature and impact of the wrongdoing and the identity of the wrongdoer. 

Who workers can make a disclosure to 

A worker must report the wrongdoing through the proper channels for their disclosure to be protected. 

They could make their disclosure to their employer or another person they think is responsible for the wrongdoing. A worker for a government department or statutory body can also make their disclosure to a government minister or Scottish minister.   

A worker can also make a disclosure to their legal adviser, in the course of obtaining legal advice.  

A worker may want to make their disclosure externally to a relevant authority or body. This will be a protected disclosure if it is made to a prescribed person, the worker reasonably believes that the wrongdoing falls within that person’s prescribed remit, and reasonably believes that the disclosure (the information and any allegations) is substantially true.  For example, whistleblowing disclosures can be made to the Equality and Human Rights Commission about breaches of equality or human rights law.  

Disclosures to third parties  

If a worker makes a disclosure to a third party, such as to a media organisation or by posting on social media, it will only be protected in certain circumstances. the following limited circumstances.  

A disclosure may be protected if all of the following conditions are met:      

• the worker reasonably believes that the information disclosed, and any allegations contained in it, are substantially true  

• the worker does not make the disclosure for personal gain

• it is reasonable for the worker to make the disclosure in the circumstances of the case

And if the following circumstances applies:  

• the worker reasonably believes they will be subjected to a detriment (adverse treatment) if they make the disclosure to their employer or to a prescribed person 

• where there is no prescribed person and the worker reasonably believes that evidence will be destroyed or concealed if they make the disclosure to their employer

• the worker has already disclosed substantially the same information to either their employer or a prescribed person

• the disclosure relates to a failure of an ‘exceptionally serious nature’. Whistleblowing legislation does not define ‘exceptionally serious’.This would be for an employment tribunal or a court to determine on a case-by-case basis

Handling a whistleblowing disclosure 

Employers are not legally required to act on a whistleblowing disclosure, but it is good practice to do so. Whistleblowing can help your organisation identify and address wrongdoing.  

It is a good idea to have a whistleblowing policy so that workers know how to raise concerns and managers know how to respond.  

Engage with the worker 

When you receive a report of wrongdoing, you should act promptly and talk to the worker to understand their disclosure and explain how you intend to handle it.  

You should allow the worker to be accompanied by a support person, such as another colleague, or their union representative, if they want one.   

You must not subject the worker to unfair treatment (known legally as detriment) or terminate their employment for making the disclosure.  

Decide what steps to take  

Once your organisation has considered the disclosure, you may decide to undertake an investigation and, if necessary, take action to address any wrongdoing.  

You may also decide to refer the matter to an appropriate authority or take no action. 

It is a good idea to keep the worker up to date throughout this process and to inform them of your decision. You should also document the process you have taken for your records.  

If an investigation finds the disclosed information to be untrue, this does not mean it was raised maliciously. 

Confidentiality 

It is best practice to keep disclosures confidential and handle them anonymously if requested by the worker, although you’re not required to do so. 

Information should only be shared with those who need to know, such as HR and relevant senior managers. 

Non-disclosure agreements 

A provision in an agreement that prevents a worker from making a whistleblowing disclosure is not legally enforceable. These provisions can sometimes be found in confidentiality agreements called non-disclosure agreements (NDAs).  

Penalties 

If a worker proves at an employment tribunal to have been unfairly dismissed or suffered a detriment, they can receive uncapped financial compensation. In unfair dismissal cases reinstatement and re-engagement are also alternative forms of remedy. An employee can also apply for interim relief to continue their salary until the final hearing.  

Best practice whistleblowing policy 

You are not legally required to have a whistleblowing policy or to respond to whistleblowing disclosures. However, without one, your organisation may be exposed to risks including undetected wrongdoing, reputational damage, or potential legal proceedings.  

A whistleblowing policy can help you respond to disclosures effectively. Providing training and support for staff, along with fostering an open and transparent culture can help to build trust and reduce risks.  

Whilst there is no single approach that suits every organisation, a typical whistleblowing policy may include:  

• an explanation of what whistleblowing is  

• guidance on the organisation’s procedures  

• training for all workers on whistleblowing law and internal processes  

• a commitment to treating all disclosures consistently and fairly  

• reasonable steps to maintain confidentiality where requested 

• information about the type of feedback a whistleblower may receive 

• confirmation of available anonymous reporting options and how to access them  

• clarification that anonymous disclosures are harder to investigate and may limit the feedback that can be provided 

• a clear statement that victimisation of whistleblowers is unacceptable  

• timeframes for handling disclosures  

• clarification that whistleblowers do not need to provide evidence for the employer to investigate concerns  

• details on where workers can find further guidance, for example: the government website, Acas, Protect, or their trade union 

• information about raising concerns with the relevant prescribed person(s)

Published 6 April 2026