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In recent times, the government have called for major reform to whistleblowing legislations. Too often have whistleblowers have been subject to threats and data breaches – which goes against their statutory rights to speak out on wrongdoings or retaliation at work.
This has led to the recent passing of the 'Protection for Whistleblowing Bill'. Whatever the case of wrongdoing may include, it's important for employers to keep an eye out for potential new legislation on whistleblowing practices.
Note, the Bill is still being discussed by ministers, so isn't currently part of the law yet. However, once it does pass, employers must show proper compliance. If not, you could end up facing hefty fines, business closures, and even criminal prosecution in more serious cases. For further advice, speak to one of our expert HR advisors today.
In this guide, we’ll look at what the Protection for Whistleblowing Bill is, how it'll impact current legislation, and what do employers need to do once it's passed through Parliament.
What is the Protection for Whistleblowing Bill?
The Protection for Whistleblowing Bill is a potential legislation that provides security for employees who report on wrongdoings in their workplace. The introduction of the Bill will make it an offence to:
Retaliate against a whistleblower.
Fail to act on their disclosures.
Cover up any wrongdoings.
The Bill states an 'Office of the Whistleblower' will also be established. They’ll be given statutory powers to enforce fines and penalties against any businesses or individuals who are responsible for wrongdoings or retaliation.
What is the current law on whistleblowing?
As of 2025, the current legislation related to whistleblowing comes under the Public Interest Disclosure Act 1988 (PIDA). However, this Act has faced recent scrutiny for its inadequacies in protecting the whistleblower, or even addressing the wrongdoing.
High-profile scandals, like the Post Office Horizon, bought attention to reforming current whistleblowing legislation. Richard Roll, the whistleblower involved in the Post Office Horizon scandal, faced threats and intimidation due to his disclosures - breaching his statutory rights.
How to show compliance with the Protection for Whistleblowing Bill
With upcoming legislation like the Protection for Whistleblowing Bill, employers are set to gain full, lawful responsibility when it comes to investigating wrongdoings and safeguarding whistleblowers – all whilst protecting their personal identities. The Bill hopes to make the process of reporting workplace wrongdoings more easy. It’ll also provide whistleblowers with the proper respect, fairness, and protection they deserve.
Let’s take a look at how employers can show compliance with the upcoming Protection for Whistleblowing Bill within their workplace:
Acknowledge the legal changes
The Bill aims to boost legal protections for whistleblowers and hold any wrongdoers to account. Employers will need to acknowledge the legal changes once they're in motion; and plan ahead for potential impacts to their business. Compliance not only is a legal responsibility, but an ethical one for your staff.
There are serious penalties for individuals or businesses found guilty of wrongdoings or cover-ups. The Bill states the Office of the Whistleblower will investigate complaints and enforce sanctions where appropriate. Their subjective approach will also help ensure integrity of the entire whistleblowing process.
Encourage a culture of accountability
Employers should aim to encourage accountability, transparency, and ethical conduct throughout their business practices. You should prioritise policies for reporting concerns during work, emphasising the confidential of the process.
This will help present your business as one that is proactive when it comes to disclosures and accountability. Remember, the whistleblower isn’t the enemy. They should be seen as an ally for combating workplace misconduct, corruption, and cover-ups – both in public and private sectors.
Seek assistance from whistleblowing services
If businesses ever found themselves facing whistleblowing claims (with or without justification), there are external services which offer professional advice and support. Seeking the right guidance is crucial for employers.
Not only will this method present expertise and reformation, but it also provides impartial steps for addressing wrongdoings. Businesses will be able to demonstrate their commitment towards upholding ethical standards and accountability at later dates too; like during .
Promote open communication
Before the Bill is passed into the law, employers should take this time to promote a cultural shift within their workplace. Employees feel confident and empowered to express concerns related to work duties, colleagues, conditions, or the overall business.
Having open, confidential communication should be accessible for all staff. Reporting issues should be encouraged without any fear of reprisals or consequences towards their role or career progression. Not only will this help you resolve matters internally (before they become known to the public), but it also protects employee relations, respect, and retention.
Get expert advice on the Protection for Whistleblowing Bill with Peninsula
Cases of whistleblowing can happen at any time – with or without your knowing. That’s why it’s important for employers to keep on top of their duties and compliance when it comes to whistleblowing legislations.
Peninsula offers expert advice on the Protection for Whistleblowing Bill. We offer specialised guidance on HR contracts and documentation – ensuring your business meets all its HR compliance.
Want to find out more? Contact us on 0800 028 2420 and book a free consultation with one of our HR consultants today.
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