Recent research shows that many employees still do not feel safe raising mistakes or concerns at work, with nearly half of surveyed workers reporting they would hesitate to speak up about errors or risks. This highlights an ongoing gap in psychological safety within UK workplaces, a risk not just to compliance but to organisational culture and performance. (peoplemanagement.co.uk)
That is significant because effective whistleblowing channels are not only about legal compliance, they signal to employees that their voice matters, concerns are taken seriously, and their wellbeing is a priority.
The Employment Rights Act, which introduces the most extensive employment law reforms in a generation, continues to move forward. While the exact implementation timeline has shifted slightly, many of the Act’s protections are still planned throughout 2026 and 2027. Employers are advised to prepare now for these changes so policies and procedures are compliant and effective. (pinsentmasons.com)
One of the important changes being introduced from April 2026 is an update to whistleblowing protections. Reports of sexual harassment will explicitly qualify for legal protection as protected disclosures under UK law. This removes previous ambiguity and is expected to encourage more employees to come forward with serious workplace concerns. (assets.publishing.service.gov.uk)
Employees are signalling a lack of confidence in speaking up. Organisations need robust, visible channels, not just policies on paper, that empower employees to raise concerns without fear or hesitation.
Whistleblowing law is evolving. The Employment Rights Act reforms and legal clarifications around what counts as a protected disclosure mean employers should proactively review both policy and practice now, not later.
As reporting expectations grow, so does the need for systems that are truly accessible in multiple languages, confidential and easy to use, capable of handling both issues and positive suggestions, and scalable for global, multi-site organisations. Modern whistleblowing platforms like Whiss play a critical role by removing barriers, reducing friction for reporters, and giving organisations clear, efficient routes for follow-up and action.
✔ Carry out a review of your whistleblowing policy against evolving legal expectations.
✔ Communicate clearly how your speak‑up channels work - including language accessibility.
✔ Consider how technology can support a culture of transparency and psychological safety.
