Whistleblowing Advice for Employees

A protected disclosure is a whistleblowing report that is protected by law. It occurs where a worker discloses information that they reasonably believe is in the public interest and tends to show that wrongdoing has occurred, is occurring, or is likely to occur. Examples of wrongdoing include criminal offences, breaches of legal obligations, risks to health and safety, environmental damage, or the concealment of any such matters. From April 2026, disclosures relating to sexual harassment in the workplace may also be classified as a protected disclosure.

A protected disclosure can be made by a wide range of individuals, not just employees. Legal protection is available to most workers, including employees, agency workers, apprentices, trainees, certain self-employed professionals in the NHS, and some contractors. Protection generally applies from the start of the working relationship and can continue even after an individual has left the organisation. Whether a disclosure is protected will depend on the individual’s status and whether the legal requirements for whistleblowing have been met.

Answer: Yes. All employees are entitled to blow the whistle and make a protected disclosure.

It is likely that your employer has a whistleblowing policy which details how you should raise a protected disclosure.  In the event there is not a designated person to whom you should raise your concerns with you should raise this with your line manager in the first instance.

You can also make a protected disclosure to an external body or agency such as a regulatory body.

An employee who makes a protected disclosure is protected by the Employment Rights Act and is protected against being dismissed or subjected to any detriment as a result of the protected disclosure.

A detriment could be classified as being subjected to disciplinary action or being refused a promotion or alternative opportunity in the Company.  If you were subsequently dismissed for raising a protected disclosure, the dismissal could amount to an automatically unfair dismissal.

It may be possible to raise concerns anonymously, depending on the reporting procedure being used. However, anonymity can sometimes make it more difficult for concerns to be investigated fully. Whether legal protection applies will depend on the circumstances of the disclosure and the evidence available.