Do you need a whistleblowing policy in your organisation? Laws surrounding whistleblowing have recently changed, mandating it for companies of many sizes in the European Union. Truth be told, the UK isn't far behind.

In this comprehensive guide, we offer the definitive resource for understanding whistleblowing laws and how to craft an effective whistleblowing policy, as well as what to consider when implementing whistleblowing software solutions.

What is Whistleblowing?

Whistleblowing is the act of reporting (or "blowing the whistle on") organisational misconduct or wrongdoing. A whistleblower is an individual, typically but not limited to an employee, who witnesses and discloses information about certain illicit activities.

Some of the common examples of whistleblowing include:

• Unlawful business practices and illegal practices

• Breaches of legal requirements and obligations

• Risks to health, safety and environmental laws

• Financial fraud and corruption

• Data protection violations

• Unethical behavior and regulatory non-compliance

Important to note: Any wrongdoing disclosed in the UK must be "in the public interest." This calls into question the number of people affected, the impact and scope of these events and the wrongdoer in question (whether a person or a company).

What is a Whistleblowing Policy?

A whistleblowing policy (also known as a whistleblower policy) is a comprehensive policy document outlining an organisation's approach to whistleblowing for those seeking to act as whistleblowers. It should answer common questions around how to "blow the whistle", various qualifying criteria and helpful guidance for employees.

In the UK, whistleblowing policies will most often be part and parcel of grievances at work. That said, there is a prominent school of thought suggesting that whistleblowers require a unique and specific policy all to themselves.

Additionally, calls for more formalised whistleblowing policies are only growing in the EU and the UK. This only makes it all the more important that organisations have a solution in place sooner than later.

What Do You Include in a Whistleblowing Policy?

An effective whistleblowing policy should include the following essential elements:

• A clear definition of wrongdoing and misconduct

• The societal and organisational importance of ethical behavior

• Common examples of when employees should "blow the whistle"

• The whistleblowing process for how to blow the whistle easily and securely

• Various legal protection and protections for whistleblowers

• Confidentiality assurances for employees who blow the whistle

• Non-retaliation commitments and protection from fear of retaliation

• Clear escalation procedures and timelines

The most important part of any effective whistleblowing policy is outlining how employees can blow the whistle. Your organisation should offer an easy, streamlined and potentially anonymous reporting channel for people to report wrongdoings. Some options include:

• An online portal for employees to blow the whistle

• A dedicated phone line where employees can leave messages

• A way to request a face-to-face meeting

• An anonymous post box

• A dedicated address for whistleblowing

• Third-party reporting services

What are the Steps in the Whistleblowing Process?

Organisations in the UK often lack a centralised or streamlined way to facilitate the whistleblowing process for their employees. In most cases, the process depends on an organisation's overall grievance policy or procedure and nothing more.

Employees who are looking to blow the whistle will often be guided to their line manager or a prescribed person (someone who has been identified in charge of this particular process). They may also be sent the way of their union representative.

In these cases, an employee is coached to share what they have seen, and the prescribed person or body is then in charge of taking corrective actions. They may report back activities to the employee, although they may choose not to disclose any names.

Understandably, employees may also request that they remain anonymous or organisations may open up the opportunity to become a whistleblower through anonymous reporting channels.

If an employee is dissatisfied with their experience as a whistleblower, they may contact the Advisory, Conciliation and Arbitration Service (Acas), a specific whistleblowing charity (like Protect) or their trade union.

Important Guidance for Whistleblowing Policy in the UK

In the UK, there exists certain criteria for making what is known as a "qualifying disclosure" (essentially, ensuring that you are actually blowing the whistle effectively).

First, that it must be a disclosure of information. And, that this information must relate to any of the following wrongdoing:

• A criminal offence

• A failure to comply with legal requirements

• A miscarriage of justice

• Danger to health and safety

• Damage to the environment

• Deliberately covering up any of the above

This is also where subjectivity comes into play. Mainly because the whistleblower must have a reasonable belief that their disclosure shows wrongdoing. And, that this disclosure is made "in the public interest."

Can Employees be Dismissed for Whistleblowing?

No. Whistleblowers are protected by the law if they are classified as a worker. This might include a police officer or an NHS employee, a trainee, an agency worker or a member of a limited liability partnership (LLP). These whistleblower protections ensure legal protection against disciplinary action.

This means that you have legal protection if you report any of the following behaviours:

• Criminal offences

• Health and safety risks

• Environmental risk or damage

• A miscarriage of justice

• Breaches of legal requirements

What Happens When a Whistleblower is Wrong?

If a whistleblower is proven wrong then they are no longer protected by the law. This ensures that blowing the whistle only occurs when serious breaches of legality are directly observed by employees.

Additionally, whistleblowing does not consist of personal grievances like bullying, harassment or discrimination. While these are certainly serious offences, they are simply not covered by whistleblowing laws (unless they are in the public interest).

What About Whistleblowers Who Are Treated Unfairly?

It is essential that organisations protect the equitable treatment of whistleblowers. That means that they should ensure that workers are not treated unfairly or reprimanded for doing the right thing for the good of the public. The protection of whistleblowers is crucial for maintaining ethical standards.

That said, if an employee feels as though they are being treated unfairly, they can take their case to an employment tribunal. In cases of unfair dismissal, this kind of case must happen within three months of being dismissed.

What is the EU Whistleblowing Directive?

The EU directive on whistleblowing was a directive created by the EU Commission in late 2019. Since its inception, it has mandated that all EU Member States offer a channel for employees (or non-employees) to become whistleblowers.

The goals of the EU Whistleblowing Directive are:

• Preventing illegal practices across EU Member States

• Improving the whistleblowing process and protecting employees

• To make it simpler to blow the whistle on organisations

This directive affects companies with more than 50 employees, public sector institutions, authorities as well as municipalities with 10,000 or more inhabitants.

We can break that down even further by company size:

250+ employees
Expected to comply within two years of adopting this directive.

50 - 250 employees
Expected to comply with an additional two years when compared to 250+ organisations.

Organisations in the EU are expected to offer a vehicle for helping enable whistleblowing whistleblowers to submit behaviours they witness in an online and seamless way. Ideally, through some form of confidential, secure software.

What is the Purpose of the EU Directive?

The purpose of the EU Commission's directive on whistleblowing is to create one singular approach to whistleblowing across Europe. This type of unified approach is designed to help protect workers across the continent with regards to any organisational wrongdoing.

Which EU States Have Adopted Whistleblowing Laws?

As of writing, 24 out of 27 member states have adopted whistleblowing laws in some way, shape or form. In three states (Poland, Estonia and Slovakia), the process is currently delayed.

What is the Whistleblowing Law in the UK?

In the aftermath of Brexit, the UK is under no obligation to adopt the EU directive on whistleblowing. The Commission found that the UK already had in place whistleblowing laws that offer sufficient support to whistleblowers (as part of the "Employment Rights Act 1996").

There are some key differences, though, which include:

Scope
The UK Government mainly focuses on the classification of 'workers' (as previously mentioned). The EU directive is more wide ranging.

Sectors
The EU Commission identified specific sectors where whistleblowing is more relevant. The UK Government does not make this distinction.

Subjectivity
Current whistleblowing protections in the UK are based on "subjective belief" with added emphasis on the element of "in the public interest."

Mandate
Companies in the UK, no matter the size, are not required by legal requirement to offer a formal or informal channel for whistleblowing.

That said, this EU directive is sure to influence those in parliament. The UK has already begun to develop a more substantial whistleblowing commission, which may propose similar suggestions as those of the EU Commission (or lean on them heavily).

Will Whistleblowing Laws Change in the UK?

It's too soon to tell. The UK Government launched a review of our own whistleblowing laws in late March 2023. The evidence gathering stage will end in the fall, at which point the review will begin to draw conclusions and map out next steps.

The review itself is designed to review the following:

• Those covered by current whistleblowing protections

• The availability of information and guidance on whistleblowing (provided by the government and employers alike)

• How employers and prescribed persons currently respond to whistleblowing disclosures

The final output will likely result in some form of changes or recommendations to help guide employers and employees alike on how to manage effective whistleblowing policies (and potential changes to those policies themselves).

Do Employers Have to Have a Whistleblowing Policy?

Regardless of whether your organisation is in the UK or the EU, having some form of whistleblowing policy is essential. It gives your employees the opportunity to call out wrongdoing, and to play a vital role for the public good while building a culture of integrity.

That means not only having a policy in place. It also requires having a whistleblowing process or a reporting channel that is easy enough for employees to use. A place for them to submit their concerns, confidentially and securely, which can then be routed to the proper person.

Implementing Effective Whistleblowing Solutions with Modern Technology

Creating and maintaining effective whistleblowing policies requires sophisticated technology that ensures confidentiality, security, and compliance while making the reporting process accessible to all employees and building trust among employees.

Humaans provides comprehensive HRIS for your organization's compliance and employee wellbeing.

By centralising whistleblowing policies and processes, Humaans helps organisations protect employees while maintaining compliance with evolving regulatory requirements across the UK and EU, creating a culture of integrity that supports ethical behavior.

Ready to strengthen your compliance framework? Connect with Humaans to discover how our platform can help you implement effective whistleblowing policies and procedures that protect both your organisation and your employees while meeting all legal requirements.

Build a culture of integrity today and create an environment where employees feel safe to report wrongdoing without fear of retaliation while ensuring your organisation meets all legal and regulatory obligations.