Whistleblowing reports have risen sharply across UK councils, with some authorities recording increases of more than 200 percent as awareness of workplace reporting channels grows.
The rise comes as new protections under the Employment Rights Act begin to take effect from April, giving employees stronger rights from the first day of employment and greater safeguards when raising concerns.
Research by Skillcast, a compliance training provider, found significant year-on-year increases in reports of whistleblowing between 2023 and 2024, based on Freedom of Information requests to city and county councils.
Sharp rises in reporting across local authorities
Doncaster Council recorded the largest increase, with whistleblowing reports rising by 250 percent over the period. Warrington saw a 200 percent increase, while Southend, Nottingham and Wigan each recorded rises of 100 percent.
The data suggests that more employees are using formal reporting channels, potentially reflecting greater awareness of whistleblowing processes and confidence in raising concerns.
But not all councils saw increases. Leeds reported a 40 percent fall in whistleblowing reports, which may indicate fewer incidents being raised or a reluctance among staff to report issues.
New legislation expands protection from day one
The findings come as the Employment Rights Act introduces enhanced protections for workers who speak up about misconduct. Under the legislation, employees will have day-one rights when raising concerns, removing the need for a qualifying period of service before protections apply.
Sexual harassment is also expected to be recognised as a qualifying disclosure under whistleblowing law, meaning those who report such behaviour could receive the same legal protections from detriment and unfair dismissal as other whistleblowers.
Nickie Elenor, an employment lawyer and founder of Guardian Law, a legal firm specialising in employment rights, said the changes would make it easier for employees to raise concerns without fear of repercussions.
“The Employment Rights Act 2025 provides employees with a new legally recognised route to speak up, and, crucially, there’s no qualifying period of employment required as employees have a right to complain from day one of employment,” she said. “If people know that they have protected status when they speak up, it’s likely that more will do so. Employers who’ve historically relied on silence need to update their thinking quickly.”
She said employers must ensure that reporting systems are actively used. “As a minimum, employers need a clear policy that’s genuinely communicated, a credible reporting mechanism employees trust and evidence that action is taken when concerns are raised. That last point is where most employers fall down. A well-drafted policy that nobody has read achieves nothing. Reasonable steps means ongoing effort, not a single token intervention,” she said.
Concerns over underreporting of sensitive issues
Despite the overall increase in whistleblowing reports, the data suggests that some issues remain underreported. Fewer than five cases across the dataset related to sexual harassment, despite wider evidence of rising incidents in workplaces.
Vivek Dodd, chief executive officer at training provider Skillcast, said the increase in reporting was a positive sign but warned that gaps remained in how certain concerns were raised.
“While it’s encouraging to see an increase in whistleblowing reports, suggesting employees are more willing to call out organisational misconduct and are increasingly aware of reporting channels, there is still significant work to be done,” he said.
He said organisations needed to build trust in reporting systems, particularly for more sensitive issues. “The near absence of sexual harassment cases within these reports highlights a worrying gap. Despite a national rise in workplace sexual harassment, many employees may still not feel safe raising the more sensitive concerns through formal channels.
“With new employment protections coming into force in just weeks, organisations have an opportunity to strengthen trust, confidentiality and follow-up processes so whistleblowing systems genuinely provide a safe space for employees to raise all concerns, from financial misconduct to workplace harassment.”
The research was based on Freedom of Information requests sent to UK local authorities, examining whistleblowing reports and sexual harassment complaints across recent calendar years, with analysis focused on 2023 and 2024.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
