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A whistleblowing policy explaining how workers can raise concerns about serious wrongdoing, how disclosures will be handled and how whistleblowers will be protected from detriment.
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This template brings together the key information, sections and considerations you need to create a clear, comprehensive and professional HR document. Preview the document below.
1 Overview
1.1 [Company name] is committed to maintaining an open culture in which workers can raise genuine concerns about serious wrongdoing without fear of unfair treatment.
1.2 This policy explains what whistleblowing means, the types of concerns that may be raised, how a concern should be reported and how the organisation will respond.
1.3 The organisation will take appropriate concerns seriously and will seek to ensure that anyone who raises a protected disclosure is not subjected to detriment because they have done so.
2 Scope
2.1 This policy applies to all workers who may be covered by the statutory whistleblowing protections, including employees and other qualifying workers.
2.2 It is intended for concerns about serious wrongdoing rather than ordinary workplace complaints or personal employment grievances, which should normally be raised under the organisation's grievance procedure.
3 General principles
3.1 The organisation will:
Provide accessible channels for raising genuine
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A whistleblowing policy provides a clear framework for workers to raise concerns about serious wrongdoing within an organisation. It explains what may amount to whistleblowing, how concerns should be raised and how the organisation will respond.
Whistleblowing generally concerns information about wrongdoing that is in the public interest. This can include criminal offences, breaches of legal obligations, risks to health and safety, environmental damage, financial wrongdoing or attempts to conceal such matters.
The policy sets out the internal channels available for raising concerns and explains the information a worker should provide. It also explains what can happen where a worker is unable to raise a concern internally or believes it has not been dealt with appropriately.
Workers who make a qualifying protected disclosure have legal protection from detriment and, in relevant circumstances, dismissal because they have blown the whistle. The policy explains the organisation's commitment to protecting people who raise genuine concerns and dealing with alleged retaliation seriously.
Concerns should be assessed promptly and handled appropriately, with an investigation arranged where necessary. The organisation should maintain confidentiality as far as reasonably possible while recognising that complete confidentiality cannot always be guaranteed.
Whistleblowing is generally concerned with wrongdoing that affects others or the wider public, whereas a grievance normally concerns an individual's own employment or treatment at work. The policy helps workers understand the distinction and ensures concerns are directed through the appropriate process.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Whistleblowing policy, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
If an employee wishes to raise a grievance about a workplace issue, they can submit this model letter template to you.
Use these best practice actions, recommended timescales and process stages to understand when and how the Whistleblowing policy should be used, helping ensure each step is handled consistently and appropriately documented.
Understand the common mistakes to avoid when using this HR template, helping you reduce risk, prevent unnecessary costs and ensure the process is handled correctly.
Whistleblowing is when a worker reports certain types of wrongdoing, usually where they reasonably believe the disclosure is in the public interest. It can include concerns about criminal activity, legal breaches, health and safety risks, environmental damage or attempts to conceal wrongdoing. https://www.acas.org.uk/whistleblowing-at-work/what-someone-can-whistleblow-about
No. A grievance will usually concern an individual's own employment or treatment, whereas whistleblowing generally involves information about wrongdoing that affects others or is in the public interest. The distinction is important because different legal protections and procedures may apply.
Yes, a worker can raise a concern anonymously, although this can make it more difficult for the organisation to investigate or ask follow-up questions. The policy should explain how anonymous concerns will be handled rather than guaranteeing that every anonymous allegation can be fully investigated. https://www.acas.org.uk/whistleblowing-at-work/making-a-whistleblowing-report
An employee may have protection from unfair dismissal where the reason or principal reason for dismissal is that they made a protected disclosure. Workers can also have protection from detriment because of making a protected disclosure. http://www.legislation.gov.uk/ukpga/1996/18/section/103A
Yes. Whistleblowing protection extends beyond employees to certain categories of worker. The precise statutory definition is important, so employers should not assume that only people with an employment contract can make a protected disclosure. https://www.acas.org.uk/whistleblowing-at-work/if-youre-treated-unfairly-after-whistleblowing
Protect is a UK charity specialising in whistleblowing. Its Advice Line provides free and confidential advice to people who are concerned about wrongdoing at work, including guidance on whether a concern may amount to whistleblowing, where it could be raised and what legal protections may apply.
Protect can also advise people who are concerned that a whistleblowing disclosure has been ignored or that they have experienced detrimental treatment after speaking up. https://protect-advice.org.uk/
AI can produce a generic whistleblowing policy, but an effective policy needs to reflect the statutory framework, clearly distinguish protected disclosures from other workplace complaints and provide a practical reporting and investigation process.
This HRDocBox template gives employers a structured UK-focused starting point covering the key elements of a whistleblowing procedure, including reporting concerns, confidentiality, investigation and protection from detriment. It can then be adapted to reflect the organisation's own reporting channels and internal arrangements.
How this content is developed and reviewed
The Whistleblowing policy template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates and supporting information are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing ethical HR processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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