Whistleblowing changes ahead in the UK?

Authors: Stephen Miller, Sophie Jackson and Charlotte Stern  

The UK Government is consulting on whether the UK’s whistleblowing framework works effectively. 

The proposals could widen who is protected and introduce new requirements for employers. Some of the issues under consideration as part of the consultation include: 

• Who is protected: whether protection should extend to further groups, including some self-employed people and potentially volunteers. 

• What can be reported: whether protected wrongdoing should cover AI-related risks, misuse of public funds and abuse of authority. 

• How concerns are raised: whether the public interest test and current reporting routes are too complex, and whether concerns could be raised through channels such as trade union officials. 

• Employer procedures: whether public sector employers and private employers with 50 or more employees should be required to have effective whistleblowing procedures, backed by possible civil penalties. 

• Enforcement and support: whether the deadline for seeking interim relief should increase from seven to 14 days, and whether a central body or AI-assisted signposting tool is needed. 

• Financial incentives: whether the Serious Fraud Office should reward people who report serious economic crime. 

The consultation closes on 8 January 2027. 

Key Action Points for Human Resources and In-house Counsel 

No changes have yet been made, but this is a useful reminder for employers to check that they have effective whistleblowing arrangements in place. Employers should ensure that their policy is clear and accessible, offers trusted reporting channels, and equips managers to recognise, escalate and respond to concerns without retaliation.