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Whistleblowing policies – Why every business should have one

Having a whistleblowing policy is the first step in ensuring that your staff are comfortable speaking up about their concerns.

It is common for members of staff to keep quiet about misconduct for fear of reprisal.

However, encouraging employees to come to management with their concerns helps to stop wrongdoings early before they damage the reputation of your company.

Employer’s responsibilities

Whilst there is no legal obligation to create a whistleblowing policy, it is highly advised.

Having policies in place can show a business is committed to both listening to staff and professionally handling their concerns.

Alongside creating a whistleblowing policy, businesses should:

Recognise workers are valuable for collecting information
Support the right work culture, where staff are comfortable speaking up
Provide training and support for staff
Have the right tools to handle investigations
Resolve the wrongdoings quickly and internally (where possible)

Whistleblower policies:

All whistleblowing policies will be different as they are dependent on the size and nature of your business.

Some businesses will opt for a standalone policy, whilst others will have it implemented into wider policies, such as the code of ethics. Consulting a legal expert can ensure that your whistleblower policy is the right fit for your company.

Despite their differences, all whistleblowing policies must be clear, simple, and easy to understand. Some recommendations on what they should include are:

An explanation of what whistleblowing is and what it means when it comes to your business
Your business’s procedures in the event of whistleblowing, including potential training
A commitment to training workers at all levels
A commitment to treat all disclosures consistently, fairly, and with anonymity
An explanation of feedback and time frame for handling disclosures
Signpost to information and advice, such as advice from the Government, Acas, Public Concern at Work, and Trade Unions
Information about who to contact should they want to raise concerns

Accessibility of policy

As well as setting out a policy, it is important to ensure that it is easily accessible to staff should they need to use it. If the policy is not known about or easy to access, staff are unlikely to share their concerns.

Alongside a written policy, training should be provided to all staff, especially those who have responsibility in a whistleblowing situation.

Some ways to promote the policy include:

Holding staff sessions or team meetings
Make the policy accessible in staff documents
Use promotional posters around the building
Include the policy in new starter welcome packs
Set the policy out in staff handbooks and contracts

By having the policy integrated into the workplace, staff are aware of their options. It also helps to create a culture where staff feel they can speak out should they need to.

If you need help or advice creating a whistleblowing policy, get in touch with our experts today.

Amanda Hyam

Head of Dispute Resolution and Employment

I have specialised in Dispute Resolution, Civil Litigation and Employment law for more than 15 years. I understand how daunting the prospect of litigation can be and because of this I am always available to discuss concerns.