What Is Whistleblowing

Whistleblowing is when someone reports serious wrongdoing at work that could affect other people, such as colleagues, customers, service users or the wider public.

Examples of concerns that can be raised through whistleblowing include:

  • A criminal offence
  • A serious health and safety risk
  • An organisation breaking a legal requirement
  • A miscarriage of justice, meaning a serious situation where justice has not been done
  • Serious damage to the environment
  • Sexual harassment
  • An attempt to cover up one of these problems

These are examples of the types of wrongdoing covered by current whistleblowing guidance.

When might something be whistleblowing?

Whistleblowing is generally about a serious problem that could affect other people, rather than a problem that only affects you personally.

For example:

“I am aware that my workplace is ignoring a serious safety problem that could put staff or customers at risk.”

This is an example of the type of concern that may be raised through whistleblowing.

By comparison:

“I am unhappy because my manager has changed my working hours.”

This would normally be a personal workplace problem that could be raised with your manager or through a grievance.

The important difference is whether the concern involves serious wrongdoing that could affect other people.

What kinds of concerns can be reported?

Criminal offences

This could include serious criminal activity taking place at work.

Health and safety

For example, a serious safety problem that could put workers, customers or members of the public in danger.

Breaking the law

This could involve an organisation failing to follow a legal requirement that applies to its work.

Miscarriage of justice

This means a serious situation where justice has not been done, for example because of a serious error.

Damage to the environment

For example, an organisation causing serious environmental damage.

Sexual harassment

Sexual harassment is unwanted behaviour of a sexual nature.

Covering up wrongdoing

A concern can also involve someone trying to hide or cover up one of these types of wrongdoing.

How is whistleblowing different from a grievance?

A grievance is a formal complaint about a problem at work.

Whistleblowing is generally about reporting serious wrongdoing that could affect other people.

For example:

“My manager keeps changing my shifts without discussing them with me.”

This would normally be a personal workplace problem.

By comparison:

“I have become aware of a serious health and safety problem that could put staff and customers in danger.”

This is an example of the type of concern that may be raised through whistleblowing.

A personal workplace problem and a whistleblowing concern are not necessarily dealt with in the same way.

How can I raise a whistleblowing concern?

Check whether your employer has a whistleblowing policy.

This should explain how concerns can be reported and who you should contact.

Depending on the organisation, this could be:

  • Your manager
  • Another manager
  • HR
  • A person specifically responsible for handling whistleblowing concerns

Explain clearly what you are concerned about and provide any relevant information you already have.

This could include:

  • What you are concerned about
  • What happened
  • When it happened
  • Who could be affected
  • Any relevant information or documents you already have

Try to keep your explanation clear, factual and accurate.

You do not need to investigate the problem yourself or put yourself at risk to collect information.

What if I am worried about raising a concern?

It is understandable to feel nervous about reporting something serious.

You can check your workplace whistleblowing policy to understand how concerns are handled.

You can also speak to HR or a trade union representative if you are a member.

Acas provides further information about whistleblowing and how concerns can be raised.

What if I am not sure whether it is whistleblowing?

Not every workplace problem is whistleblowing.

For example:

  • A disagreement with your manager would normally be a workplace issue.
  • A problem with your own working hours would normally be a workplace issue.
  • A serious safety problem that could affect staff, customers or members of the public could be a whistleblowing concern.

If you are unsure, check your workplace policy or speak to an appropriate person about how the concern can be raised.

Looking After Your Mental Health

Whistleblowing can be emotionally difficult, particularly if you are reporting something serious that could affect other people. You might feel anxious, stressed, angry, guilty or worried about what could happen next. You may also worry about how colleagues or managers will react, whether people will believe you, or whether speaking up could affect your relationships at work. These feelings can continue even after you have reported the concern, particularly while you are waiting to find out what happens next.

Try to remember that you are not responsible for fixing the entire situation yourself. Your responsibility is to raise your concern appropriately; you do not need to investigate everything, confront the people involved or put yourself at risk to prove what is happening. Once you have reported the concern, there may be periods where you have limited control over what happens next. Focusing on what you can control can help reduce some of the uncertainty.

It can also help to keep a healthy boundary between work and your personal life. When something serious is happening at work, it can be tempting to think about it constantly, discuss it repeatedly or check for updates outside working hours. Give yourself permission to take breaks from the situation. Continue with your usual routines, spend time with people you trust, get enough sleep, and make space for activities that help you relax and feel like yourself.

If you are comfortable doing so, talk to someone you trust about how you are feeling. This could be a friend, family member, colleague, trade union representative or appropriate professional. You do not have to share confidential information about the concern in order to talk about the emotional impact it is having on you. If the situation is significantly affecting your mental health, consider speaking to your GP, occupational health service, employee assistance programme or a mental health professional.

How Can I Support a Friend or Family Member?

If someone you care about is whistleblowing, they may be experiencing a lot of uncertainty and stress. Listen without judging and give them space to talk about how they are feeling. They may be worried about what will happen at work, whether other people will react negatively or whether they have made the right decision. You do not need to have the answers or decide whether they have done the right thing. Sometimes simply reminding them that they do not have to deal with the emotional side of the situation alone can help.

Ask what kind of support they want rather than assuming. They might want you to listen, help them take their mind off work, accompany them to an appropriate appointment where this is possible, or simply spend some normal time together. Try not to encourage them to investigate the situation themselves, confront colleagues or take risks to collect evidence. If they have questions about the whistleblowing process, encourage them to seek advice from an appropriate source such as their trade union, Acas or their organisation’s whistleblowing contact.

Help them maintain a life outside of what is happening at work. Encourage rest, time away from work, hobbies, social contact and normal routines, particularly if the situation is becoming all-consuming. Avoid repeatedly asking for updates if this seems to increase their anxiety; let them decide how much they want to share.

If you notice that they are struggling significantly with their mental health, encourage them to seek professional support. You can be supportive without becoming responsible for managing the situation or their wellbeing. Looking after yourself is important too, particularly if their situation is stressful or ongoing.

Further information