- 10 | 06 | 2026
Explore our resources
Support
About the company
The old way won’t cut it for whistleblowing in 2026 – here’s why
Introduction Why it's time to rethink your reporting channels
Historically, the word ‘whistleblowing’ suggested high-profile scandals at big-name firms or public bodies. In 2026, the picture is more complex. A major shift is happening in the scope, level of scrutiny and even the language surrounding employee reporting procedures.
If you’re responsible for whistleblowing or grievance reporting channels within your organisation, it’s vital to understand whether your current processes are fit for purpose – and if not, how to fix them.
Regulatory shift The political context
Recent cases like the UK Post Office scandal – which not only hit the headlines but permeated popular culture – catapulted whistleblowing into the public eye. Against this backdrop, the UK government introduced a new anti-corruption strategy, noting that among the British public, ‘85% are concerned about the possibility of corruption among public sector employees or politicians’[1]. The strategy document highlights the fact that in 2024 the UK came 20th in Transparency International’s Global Corruption Perceptions Index – its lowest ever ranking.
[1] https://www.gov.uk/government/publications/uk-anti-corruption-strategy-2025/uk-anti-corruption-strategy-2025-accessible
Operational impact Practical implications
The increased focus on whistleblowing has triggered policy changes impacting public and private sector organisations in the UK and Ireland.
FCA scope increase
The UK Financial Conduct Authority (FCA) updated its whistleblowing guidance in early 2026 to make sure financial services organisations’ policies reflect current legislation. The FCA also made significant changes to the Non-Financial Misconduct framework – extending its code of conduct to cover bullying, harassment or violence. Among other action areas, the FCA is advising financial services firms to review their conduct breach reporting before 1st September 2026.
Sexual harassment reporting
Employers need to be aware of changes that came into effect in April 2026, as part of the Employment Rights Act 2025, which mean that anyone reporting sexual harassment now receives whistleblowing protections against unfair treatment or dismissal.
EU regulation impacts
While the UK isn’t affected by EU regulations, Ireland has introduced significant reforms in line with the EU Whistleblowing Directive 2019. These include a code of practice on preventing and resolving workplace bullying, and mandatory reporting channels for employers with more than fifty employees. In 2023, the Irish government introduced a Protected Disclosures Commissioner who reviews cases that fall between the cracks of other regulatory bodies. 2025 saw 411 reports submitted – a 45% increase from the 2023 figure.
Unified approach Systemic, not standalone
Alongside top-down directives, organisations are recognising a need to respond to employees’ changing expectations within workplace culture. Processes which might previously have been separate – like HR grievance reporting and whistleblowing channels – are now overlapping as employers aim to demonstrate that promoting employee welfare is integral, high-priority and systemic – not sporadic or siloed.
Redefining the conversation An evolution of language
Organisations are encouraging employees to speak up about issues such as bullying, harassment, discrimination, toxic leadership, safeguarding issues and professional misconduct. As the definition of whistleblowing expands beyond financial wrongdoing, so does the language around it. Rather than an inference of ‘telling tales’, the terminology now reflects concepts around transparency and ethics. Standalone hotlines allowing people to ‘blow the whistle’ are making way for integrated reporting programmes as part of a ‘speak up culture’. Firms are introducing ‘integrity lines’, ‘confidential reporting’ and ‘ethics and compliance reporting’.
Protecting your people A question of trust
For employees to trust that they can report concerns with impunity, and for regulators to be satisfied, anonymous reporting channels are critical. Many firms are still operating hotlines or reporting systems which don’t offer encrypted communication, anonymous two-way dialogue, role-based access controls, audit trails, evidence preservation and GDPR-compliant data handling. Those firms will struggle to evidence their commitment to their teams’ welfare and their adherence to legislation.
That’s what’s changed – but why should you care?
At the very least, organisations should review their procedures against current legislation to avoid litigation, financial penalties or reputational damage. But creating the mechanisms to support an ethical reporting culture offers much wider benefits.
Subject Access Requests (SARs) and other information requests linked to complaints and investigations are on the rise: organisations need ways to handle growing volumes effectively.
A broader focus across the organisation on everything from workplace misconduct to safeguarding responsibilities and information rights means creating an end-to-end anonymous reporting ecosystem makes investigating and trend analysis easier.
Employees who feel safe to report concerns are more likely to:
help their employers identify and avoid wrongdoing
feel supported and valued in their roles
advocate for the organisation, contributing to a strong employee brand
That’s what’s changed – but why should you care?
At the very least, organisations should review their procedures against current legislation to avoid litigation, financial penalties or reputational damage. But creating the mechanisms to support an ethical reporting culture offers much wider benefits.
Subject Access Requests (SARs) and other information requests linked to complaints and investigations are on the rise: organisations need ways to handle growing volumes effectively.
A broader focus across the organisation on everything from workplace misconduct to safeguarding responsibilities and information rights means creating an end-to-end anonymous reporting ecosystem makes investigating and trend analysis easier.
Employees who feel safe to report concerns are more likely to:
Help their employers identify and avoid wrongdoing
Feel supported and valued in their roles
Advocate for the organisation, contributing to a strong employee brand
Take action Get set for reporting success
To find out more about our anonymous reporting platform, OASIS Notify, visit:
Read more
- 01 | 06 | 2026
Manage Documents in Dynamics 365 – Where the Work Actually Happens
Read Manage Documents in Dynamics 365 – Where the Work Actually Happens now