The UK whistleblowing framework is evolving through both recent legislative change and proposed reform. The Employment Rights Act 2025 introduces clearer protections for workers who report sexual harassment, with the change expected to take effect from the 6th April 2026.
Alongside this development, a separate proposal, the Office of the Whistleblower Bill, seeks to establish a new independent body to oversee whistleblowing across the UK. While this Bill has not yet become law, it reflects continuing policy interest in strengthening whistleblowing protections and improving how disclosures are handled.
For firms, these developments (part of the government’s Make Work Pay initiative) signal a renewed focus on whistleblowing frameworks, reporting channels, and organisational accountability. In this article, our experts break down what this means for firms.
Background to the Reforms
Whistleblowing protections in the UK sit primarily within the Employment Rights Act 1996, which protects workers who make qualifying “protected disclosures” about wrongdoing in the workplace. These protections aim to ensure that individuals can raise concerns without fear of retaliation.
However, the framework has often been criticised as fragmented, with whistleblowers relying on employment tribunals for redress rather than a central authority overseeing disclosures. As a result, policymakers have considered ways to clarify protections and strengthen oversight of whistleblowing processes.
Recent legislative changes and reform proposals represent the latest steps in this ongoing discussion.
The Employment Rights Act 2025
The Employment Rights Act 2025 amends the existing whistleblowing framework to explicitly recognise sexual harassment as a form of wrongdoing that may qualify for whistleblowing protection.
This clarification means that workers who report sexual harassment through appropriate channels will clearly fall within the protected disclosure regime. As with other qualifying disclosures, workers are protected from detriment, such as unfair treatment or unfair dismissal.
By placing this protection directly within the statutory framework, the change removes uncertainty about whether such disclosures fall within whistleblowing legislation. The amendment is expected to come into force on 6th April 2026.
Proposed Office of the Whistleblower
Separate from the Employment Rights Act reforms, the proposed Office of the Whistleblower Bill would introduce a structural change to the UK whistleblowing landscape.
The Bill proposes the creation of an independent Office of the Whistleblower responsible for overseeing whistleblowing cases and setting standards for how organisations handle disclosures. The proposed body would also provide guidance and support to whistleblowers and may have powers to direct investigations and monitor how concerns are addressed.
Although the Bill is currently progressing as a Private Members’ Bill and has not yet become law, it reflects a broader policy direction towards greater oversight and consistency in whistleblowing arrangements.
Next Steps for Firms
In light of these reforms, firms may wish to review their whistleblowing policies and procedures ahead of the April 2026 changes. In particular, organisations should ensure that their frameworks clearly recognise that disclosures relating to sexual harassment may fall within whistleblowing protections.
It may also be appropriate to review how whistleblowing processes interact with other internal procedures, including grievance handling, conduct investigations, and anti-harassment policies. Ensuring that reporting channels are clear and accessible helps staff raise concerns through appropriate routes.
Training for managers, HR teams, and compliance staff may also need updating so that disclosures are recognised and handled consistently with the updated framework.
Firms should therefore ensure that their whistleblowing arrangements remain clear, accessible and aligned with the evolving regulatory landscape. If you have questions about how these developments may affect your organisation, please contact an API Compliance consultant using the form below.
