UK whistleblowing service · Trusted by organisations across the UK and Europe
Hear it first.
If something is going wrong, someone already knows. An independent whistleblowing hotline and reporting channel means the concern reaches you while you can still do something about it — not the regulator, the tribunal, or the press.
- ISO 27001
- AES-256 encryption
- No IP addresses logged
- 50+ languages
- 30-day trial, no card
UK law does not require you to have a whistleblowing channel.
That is exactly the problem.
GOV.UK puts it plainly: "You are not legally required to have a whistleblowing policy or to respond to whistleblowing disclosures."
The Public Interest Disclosure Act protects the worker who speaks up. It places no duty on you to give them somewhere to do it. So most UK organisations have a policy in a handbook and no working route for a concern to travel.
The result is not silence. It is the concern taking a different route — to a regulator, a solicitor, a journalist, or straight to an employment tribunal, with no chance for you to have fixed it first.
“If something is going wrong, someone in your organisation already knows. The only question is whether they can tell you.”
Four dates that changed the calculation
1 September 2025
Failure to prevent fraud became a criminal offence
The Economic Crime and Corporate Transparency Act 2023 created a strict-liability corporate offence, and the only defence is having had reasonable fraud prevention procedures in place. The Home Office's statutory guidance devotes a section to whistleblowing: organisations should have appropriate arrangements, independent channels, and protection for those who use them.
Applies to: large organisations only — two of three of 250+ employees, £36m+ turnover, £18m+ assets, assessed group-wide.
6 April 2026
Sexual harassment became an express protected disclosure
Section 23 of the Employment Rights Act 2025 added sexual harassment to the categories of qualifying disclosure under the Employment Rights Act 1996. A worker reporting it now has whistleblower protection, with everything that follows for detriment claims.
Applies to: every employer, any size.
1 September 2026
The FCA's conduct rules widened
The FCA's non-financial misconduct regime now reaches every FSMA Part 4A authorised firm, not only the larger firms already bound by SYSC 18. If you are FCA-authorised, this page is for you →
Applies to: FCA-authorised firms, of any size.
30 October 2026
"All reasonable steps" on harassment
The preventative duty on sexual harassment is strengthened, and extended to harassment by third parties. The EHRC's existing guidance already advises employers to consider a reporting system that allows concerns to be raised anonymously or in name.
Applies to: every employer, any size.
Two of these four apply to every employer in Great Britain, whatever your headcount. None of them creates a duty to run a whistleblowing channel. All four make it considerably harder to explain why you don't.
Fewer people does not mean fewer concerns
A company of thirty has no compliance function. A concern goes to whoever the person trusts most — often a line manager who is part of the problem — or it goes nowhere. Small teams make speaking up harder, not easier: everyone knows everyone, raising something in your own name costs more, and there is no second route if the first one fails.
The strengthened duty to prevent sexual harassment, in force from 30 October 2026, applies at any size — in England, Wales and Scotland — and a tribunal can increase compensation by up to 25% where an employer has not taken all reasonable steps. The EHRC's guidance advises employers to consider a reporting system that allows concerns to be raised anonymously or in name. Compensation in whistleblowing cases has no statutory cap.
Whistlelink starts at £69 a month for up to 49 employees. No implementation fee, no multi-year contract, and you can be live today.
A speak-up channel that actually gets used
Everything a UK employer needs to receive a concern, ask the follow-up questions, and show afterwards exactly what was done about it.
Anonymous two-way messaging
Ask follow-up questions without ever identifying the reporter. No IP addresses logged — anonymity that holds up technically, not just as a promise.
Voice reporting, or a phone hotline
Voice messages up to ten minutes with optional voice distortion. Optional phone hotline — added on request, if a live line is what your people expect.
Case management
Owners, deadlines, status, internal notes and resolution in one place, with access control so HR cannot see cases about HR.
Deploy in a day
A branded reporting page on your own web address, self-service setup, no IT project and no professional services fee.
Full audit trail
Every action logged with retention rules you control, plus board-ready exports for your audit committee or annual governance review.
50+ languages
The reporter chooses their language; you read it in yours. Built for multilingual and frontline workforces.
Built for workforces that don't all speak English
When your frontline is multilingual, an English-only reporting form is the same as no reporting form. People report in their own language; you read it in yours. That is why organisations with large frontline teams use Whistlelink.
The cost is in the delay, not the incident
40%
of the people who contacted Protect's advice line in 2024 said their concern had been ignored — and 68% said they were victimised or felt forced to resign.
Source: Protect advice line data, 2024. UK data.
43%
of occupational fraud is detected by a tip — the single largest detection method. More than half of those tips come from employees.
Source: ACFE, Occupational Fraud 2026. Global data.
27×
more costly when nobody speaks up early: fraud caught within six months has a median cost of $40,000, fraud running five years or more $1.1m. The median case runs twelve months before anyone finds it.
Source: ACFE, Occupational Fraud 2026. Global data.
+104%
year on year in whistleblowing detriment claims reaching UK employment tribunals — 1,546 in a single quarter. Unlike ordinary unfair dismissal, compensation here has no upper limit.
Source: Ministry of Justice tribunal statistics, reported March 2026.
908
times in one year that information from a whistleblower enabled the FCA to take direct action against a firm, from 1,131 reports received.
Source: FCA Prescribed Persons Annual Report 2024/25.
15–30%
of tax recovered now goes to the informant: since 6 April 2026, HMRC's strengthened reward scheme pays out on cases above £1.5m. For the first time, an insider has a direct financial reason to go outside rather than in.
Source: HMRC informant reward scheme, from 6 April 2026. UK.
A channel that nobody trusts is worse than none
Those Protect figures describe the real failure mode, and it is not a technology problem. A reporting channel only works if the person using it can see that something happened.
Something visibly happens
A case is assigned, deadlines are tracked, and the person who raised the concern can see that it is being handled.
You can keep asking questions
Follow up with the reporter through the encrypted channel without ever learning who they are.
Separated from grievances
A grievance is about the person raising it. A protected disclosure is not. Whistlelink lets you separate them at intake.
Evidence when it matters
Every action recorded, so you can show a regulator, a tribunal or your board exactly what you did and when.
"Whistlelink provides the highest level of security and trust, ensuring complete confidentiality and compliance in whistleblowing. The platform has transformed how we handle internal reporting."
Cecilia Axéll Ryttergaard
CEO, Travel Support Europe
Four steps, and you can be live today
No implementation project, no call centre contract, no professional services fee.
Your channel goes up
A branded reporting page on your own web address, in every language your people speak.
Concerns arrive with context
Web form, voice message or phone. Fully anonymous — no IP logging — and you can still ask questions.
You act, and it is recorded
Assign an owner, track deadlines, keep an audit trail that stands up to scrutiny.
You can prove it
Report to your board from the same system, with retention rules you control.
The price is on the page
Most providers in this market will not tell you what it costs until you have sat through a sales call. Here is ours.
| Employees | Price per month |
|---|---|
| 0–49 | £69 |
| 50–149 | £89 |
| 150–249 | £129 |
| 250–499 | £169 |
| 500–999 | £259 |
| 1,000+ | Talk to us |
Flat price per band, not per employee. No implementation fee. No multi-year contract required. 30-day trial, no card.
Prefer to look around first? Start the free 30-day trial — no card required.
Security and data protection
Anonymity, access control and retention that stand up to a security review, not just a sales slide.
- ISO 27001 certified.
- AES-256 encryption at rest.
- No IP addresses logged. Anonymity that holds up technically, not just as a promise.
- Category-based access control, so a case about a business area is not visible to that business area.
- Configurable retention periods and documented deletion.
- Full audit log of every action taken on a case.
- Hosted in the EU. The European Commission renewed the UK's data adequacy decision in December 2025, in effect until December 2031, so transfers between the UK and the EU require no additional safeguards.
- DPIA support and a documented processor agreement.
Questions UK employers ask
Straight answers on what UK law does and does not require, and how an independent whistleblowing service fits your existing procedures.
Hear it first.
Fifteen minutes on a call, and you will know whether this fits. Or start the 30-day trial and find out without talking to anyone.