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Whistleblowing in The Workplace

Our whistleblowing support is a confidential reporting service which allows employees to raise any issues or concerns in complete confidence.

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What is Whistleblowing?

If an employee reports a wrongdoing at work that they believe is in the public interest, it is known as whistleblowing or protected disclosure. Examples of whistleblowing can apply to a criminal offence, such as theft or unethical or unjust behaviour in the workplace, including bullying, being treated unfairly, racist, sexist or homophobic behaviour.

These issues can be reported to an authorised person or organisation either within, or outside of the workplace. A whistleblowing policy is in place to avoid a miscarriage of justice.

whistleblowing in the workplace

Whistleblowing Support For Employees

Employees see, hear and experience difficult issues within the workplace and often feel scared to raise their objections to them. Early knowledge and intervention allow organisations to deal with the situation confidently and effectively.

Once a call is received, the appointed coordinator within the organisation will be notified and provided with the appropriate details, enabling them to identify and deal with the various matters of concern.

There is a whistleblowing law in place to safeguard and to ensure employees are not discriminated against for ‘blowing the whistle’. In the UK, whistleblower protection law and whistleblowing policies are in the Public Interest Disclosure Act (PIDA) 1998 and amended into the Employment Rights Act

whistleblowing support for employees

Our Whistleblowing Services

  • Free, confidential helpline available 24 hours a day, 365 days a year
  • Fully trained counsellor and advisor
  • Multi-lingual support
  • Independent, impartial and non-judgemental service
  • Strict Data Protection standards and ISO27001 accreditation
  • Unlimited calls and regular reports
  • Promotional posters
  • Prevents employees having to take their own legal advice
  • Implementation of the service
  • Relationship management
whistleblowing services for employees

Contact Us Today

All whistleblowing helpline calls are answered by trained counsellors and advisors who offer ‘in the moment support’ whilst ensuring the accurate documentation of the disclosure when raising concerns.

If you feel your business would benefit from our whistleblowing support services contact us today on 0800 206 2552 or request a callback using the link below.

Backed By Brands That Trust Us

Care UK
Manchester University
ASOS
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Salford City FC

Welsh Ambulance NHS Service Trust has used Health Assured as it’s EAP for the past 2 years and the service has been extremely well received by our staff. We were given support from day 1 with communications, leaflets, manager guides to promote the service which has been very helpful.

Ceri Bryant |Occupational Health and Wellbeing Service Manager

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The employment Rights Act and Public Interest Disclosure Act 1998 will protect employees when whistleblowing an organisation. This will ensure they are protected from unfair dismissal for whistleblowing on wrongdoings within an organisation.

Whistleblowing is the act of an employee within an organisation reporting illegal or unethical practices within said organisation. Usually, the practice is carried out in the name of public interest and prevent any further wrongdoing by an organisation.

Whistleblower policies apply to all employees within an organisation and protects the employee who exposes the unethical working practices from being treated unfairly or wrongfully dismissed for whistleblowing. However, if the individual reports their concern to the media, they will lose their whistleblowing rights.

Employees only need reasonable belief about wrongdoing to report as such. They do not need to provide proof and will still be covered by internal whistleblowing policies. If the employee is found to be incorrect, they will also still be protected if the claim was justifiable and has solid reasoning.

If the individual requests anonymity when making a disclosure, to protect them from unconscious mistreatment, they are entitled to such. If an employee is unfairly dismissed, they have three months to make a claim to an employment tribunal.

For a whistleblower to claim protection they must make a qualifying disclosure and follow the correct procedure and can only make the disclosure if they were legally registered as an employee and were dismissed unfairly, treated unfairly or suffered as a result of making the disclosure.