Whistleblowing
Whistleblowing refers to raising a concern about wrongdoing, unlawful behaviour or risks in the workplace. UK employment law provides strong protections for workers who make protected disclosures so that you can speak up without fear of retaliation from your employer.
This page explains what counts as whistleblowing, who is protected, how to raise a concern and what to do if your employer treats you unfairly as a result.
What is a Protected Disclosure?
A protected disclosure means you reported information you reasonably believed tended to show that one or more of the following was happening, had happened, or was likely to happen:
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a criminal offence
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a breach of a legal obligation
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a miscarriage of justice
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danger to health and safety
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damage to the environment
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deliberate concealment of any of the above
A disclosure will only be protected if it is made in the correct way, typically through your employer’s internal process or, in limited circumstances, to an appropriate external authority.
Who is Protected?
Whistleblowing protection applies to a broad range of workers, including:
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employees
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workers (including agency workers and casual workers)
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some contractors
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trainees and apprentices
You do not need to be employed on a permanent contract to qualify, what matters is that you worked under a contract or worked personally to perform your duties.
How Can I Raise Whistleblowing Concerns?
Internal Reporting
Most employers have a formal whistleblowing policy or reporting procedure. You should:
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Follow your employer’s whistleblowing procedure
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Set out the nature of your concern clearly
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Provide any evidence you hold, where possible
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Keep copies of correspondence
Raising the issue internally first enables your employer to investigate and respond without needing external involvement.
External Reporting
In some circumstances, you may make a disclosure to a prescribed person or body (for example, a regulator) if you reasonably believe that your concern falls within that body’s remit. External disclosures must follow strict criteria to be protected.
You should check whether the regulator you are reporting to is a prescribed person for whistleblowing purposes.
Am I Protected From Detriment or Dismissal?
It is unlawful for your employer to subject you to detriment or dismissal because you made a protected disclosure. Examples of unlawful detriment include:
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exclusion from meetings
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reduced hours or demotion
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unfavourable changes in duties
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being bullied or victimised
If your employer dismisses you because you blew the whistle, that dismissal will be treated as automatically unfair and does not require a qualifying period of service.
What Should I Do If My Concern Is Not Handled Fairly?
If your employer fails to deal with your whistleblowing complaint properly or retaliates against you, you may have grounds to bring a claim to the Employment Tribunal for:
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detriment because of whistleblowing
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automatic unfair dismissal
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related discrimination claims in certain circumstances
Time limits are strict. You generally have three months less one day from dismissal or the last act of detriment to bring a claim (subject to ACAS Early Conciliation). This will be extended to 6 months in 2027.
How We Can Help
Whistleblowing cases can be sensitive and fact-specific. We can assist you with:
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reviewing your employer’s whistleblowing policy
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advising on whether your disclosure qualifies for protection
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preparing whistleblowing complaints
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advising on whistleblowing related tribunal claims
We provide practical and tailored support to help you protect your rights.
CONTACT US
For enquiries, legal advice, or case evaluations, feel free to reach out to us anytime. Fill out the form below and a member of the team will be in touch as soon as possible.