Whistleblowing in the Workplace

What is Whistleblowing?

Whistleblowing in the workplace refers to the act of an employee reporting wrongdoing, misconduct, or unlawful activity that takes place within an organisation. This may involve behaviour that poses a risk to the public, breaches laws, or violates company standards. Whistleblowing plays an essential role in maintaining transparency, accountability, and integrity across all sectors of employment in the United Kingdom.

At its core, whistleblowing is not about personal grievances or disputes—it concerns issues that affect others, such as fraud, environmental hazards, public safety breaches, or unethical financial practices. When an individual comes forward with credible information about such matters, they perform a vital public service by ensuring that employers and authorities are held to account.

What Counts as Whistleblowing

An employee is usually considered a whistleblower if they disclose information about one or more of the following:

A criminal offence has been, is being, or is likely to be committed
A person has failed, is failing, or is likely to fail to comply with a legal obligation
A miscarriage of justice has occurred, is occurring, or is likely to occur
The health or safety of an individual has been, is being, or is likely to be endangered
Damage to the environment has occurred, is occurring, or is likely to occur
Information about any of the above has been deliberately concealed

The key element is that the disclosure must be made in the public interest rather than for personal gain. This means that the concern should have an impact beyond the individual making the report.

Who is Protected Under UK Law

Under the Public Interest Disclosure Act 1998 (PIDA), whistleblowers are legally protected from unfair treatment or dismissal if they report concerns in good faith. This protection applies to workers, contractors, trainees, and certain self-employed individuals.

For the protection to apply, the disclosure must be made to an appropriate person or body. This could include:

The employer or a senior manager
A prescribed regulatory body (such as the Health and Safety Executive or Financial Conduct Authority)
A legal adviser, when seeking confidential advice
In rare cases, the media—though strict conditions apply to this route

Employers should have clear internal policies in place that guide workers on how to report their concerns safely and responsibly.

Employer Responsibilities

Employers have a duty to foster a culture where employees feel confident about raising concerns. A transparent whistleblowing policy should include:

A clear process for reporting concerns confidentially
Assurance that whistleblowers will not suffer retaliation
Guidance on how disclosures are investigated
Commitment to fair treatment for all parties involved

Encouraging openness in this area not only helps prevent malpractice but also builds trust between management and employees.

How The Workers Union can Help

The Workers Union supports UK employees who feel uncertain about reporting wrongdoing at work. We offer practical guidance on your rights, what constitutes a protected disclosure, and how to take the appropriate steps without putting your career at risk.

If you believe you have witnessed wrongdoing in your workplace, we can help you understand your legal position and ensure that your concerns are taken seriously and handled correctly. Our goal is to protect working people while ensuring workplaces remain fair, transparent, and lawful.

Final thoughts

Whistleblowing is not an act of disloyalty—it is a demonstration of integrity. By shining a light on misconduct, workers uphold the values of honesty and accountability that define a healthy and ethical working environment. The Workers Union stands ready to support every worker who takes that brave step forward in the interest of what is right.