A significant number of UK employees are witnessing discrimination, unsafe practices and legal misconduct at work, but most do not report it, according to new research released today.
A study by whistleblowing service Safecall found that while 41 percent of employees have seen unfair treatment at work, only 23 percent reported it — the largest gap uncovered between witnessing and reporting any form of workplace malpractice.
Safecall said the findings suggested a systemic lack of trust in current procedures. Managing director Joanna Lewis warned that employers must go beyond compliance and actively build cultures where staff feel safe speaking up.
Unsafe practices most likely to be reported
The research, based on a nationally representative survey of 2,008 UK workers conducted by Censuswide in September 2025, examined how often employees encountered different types of wrongdoing and whether they felt able to report them.
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Although fewer employees reported witnessing bullying than unfair treatment (35 percent vs 41 percent), the proportion who did report it was slightly higher at 24 percent. The same percentage (23 percent) reported unsafe working conditions, also witnessed by 35 percent of respondents.
That makes unsafe working the most likely type of misconduct to be reported, with 72 percent of those who witnessed it going on to raise it. In contrast, fewer than half of those who had seen bribery (15 percent) reported it, making it the least likely issue to be flagged.
Other categories also showed concerning gaps:
- Unfair treatment: 41% witnessed, 23% reported
- Bullying: 35% witnessed, 24% reported
- Unsafe working practices: 35% witnessed, 23% reported
- Theft: 25% witnessed, 16% reported
- Data protection misuse: 21% witnessed, 14% reported
- Falsification of documents: 18% witnessed, 11% reported
- Fraud: 18% witnessed, 12% reported
- Bribery: 15% witnessed, 7% reported
- Sexual harassment: 15% witnessed, 8% reported
- Modern slavery: 11% witnessed, 6% reported
While nearly one in four employees had seen theft at work, only 16 percent had reported it. For data protection misuse, the gap was seven percentage points, with just 14 percent reporting it despite 21 percent witnessing it.
Culture of silence points to broken systems
Commenting on the findings, Lewis said the data reflected a deeper issue in UK workplaces.
“It is clear that there are significant reporting gaps between witnessing workplace wrongdoing and actually reporting it — something which should be a serious concern to business leaders,” she said.
“The gap is more than just a data point — it is symptomatic of a lack of trust in systems which are fundamentally broken. It’s not just a case of ensuring compliance; it is about creating safe, inclusive working environments where employees feel protected as opposed to unsupported and vulnerable. That means going beyond policies and procedures to foster a culture of openness, accountability, and action.”
She warned that failure to address this disconnect had long-term consequences for both individuals and organisations.
“Failing to address this leaves employees scared to report malpractice, and sets a dangerous precedent which will harm businesses — both in terms of reputation, and their bottom line. When employees feel empowered to speak up, it strengthens trust, protects reputation, and drives long-term performance. But when they don’t, the risks — both human and organisational — are too great to ignore.”
HR urged to rebuild trust
The findings pose challenges for HR leaders and compliance officers tasked with building reporting structures and safeguarding workplace integrity. While written policies and anonymous hotlines may exist, their effectiveness depends on whether staff trust the system and believe their concerns will be taken seriously.
Experts say HR teams need to review not just what processes are in place, but how they are communicated, monitored and acted upon. Employees may choose not to report if they fear retaliation, believe nothing will change, or have seen previous concerns ignored.
Clear reporting channels, visible leadership engagement and consistent follow-up are all cited as factors that help build trust. Managers also need training on how to respond appropriately to concerns, especially when raised informally.
The gap between witnessing and reporting also indicates a potential risk exposure for organisations. Misconduct that goes unreported can escalate, damage team morale and lead to legal or regulatory breaches if not addressed.
Whistleblowing frameworks are often seen as part of compliance or governance, but the report suggests that they must be embedded in the broader workplace culture. This includes creating psychologically safe environments, recognising the value of employee voice and addressing underlying power dynamics that may prevent people from speaking out.
Business case for proactive intervention
The cost of not listening to staff is more than reputational. Research from other sources has linked poor reporting cultures to higher attrition, loss of productivity and even financial penalties in regulated sectors.
While the Safecall study did not examine sector-specific differences, the findings are relevant across industries. From data breaches to fraud and harassment, organisations that rely on internal escalation to detect risk must ensure their systems are trusted and accessible.
The research was carried out by polling firm Censuswide in September and surveyed over 2,000 UK employees.
