Whistle-blowing Policy

Our whistle-blowing policy template:

  • drafted by an expert UK solicitor
  • cost-effective
  • quick and simple to complete
  • part of your essential HR handbook
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How Does It Work?

  • 1. Download
  • 2. Edit
  • 3. Print
  • 4. Sign

Our Whistle-blowing Policy template can be used by any business as part of its HR Handbook. It sets out how employees and management should handle whistle-blowing on wrongdoing in the business.

There are certain rules that every employer must observe and it is their responsibility to ensure that its employees who blow the whistle by reporting wrongdoing are not victimised by management or other staff, as the employer can be held liable for the actions of its staff in this respect (known as vicarious liability). This policy (and of course ensuring it is enforced in practice) is a good step in the direction of ensuring the employer’s legal responsibilities on whistle-blowing are complied with.

Why have a whistle-blowing policy?

A straightforward policy, used to train and instruct your staff, can help (a) in getting problems nipped in the bud before they become worse and (b) protect your business from damage to its reputation that can result from scandals eventually coming to light that you have failed to address internally.

A whistle-blowing policy can also encourage staff to raise concerns internally first, rather than go straight to the press, social media, the police or an external regulator.

Using our Whistle-Blowing Policy template

Our template is drafted so that you can complete your policy in literally minutes. It comes with a guide that leads you through each section and explains what the purpose is. You will find it very easy to use. If you have any other queries you can contact us by email or telephone: see our Contact Us section.

Other HR Handbook documentation

Legalo has a full range of policies for your HR Handbook if you need individual policies or you can buy the complete set at a significant discount on the price of buying them individually. Have a look at our HR templates section for full details.

Guide to our Whistle-blowing Policy

What follows is the main parts of the guide to our template, and you receive the full guide when you buy the template:

Policy Outline – This section sets out the business’s commitment to permitting whistle-blowers to raise their concerns in a protective, confidential environment in the workplace.

While in the third paragraph of this section, the procedure is expressed to be non-contractual, employers should consult employees or their representatives if they are thinking of revising their policy. Please note that if the policy has been approved after negotiation with a trade union, it may have become a contractual term of the employees’ contracts. In such a case, modify the template accordingly by deleting this paragraph.

Whistle-blowing – definition – This section explains what whistle-blowing is. If there are other specific issues that might be relevant to your industry or profession, then you can add them in the final sentence of this section – if not, then delete that sentence.

Whistle-blowing procedure – This section sets out with whom the issues should be raised internally and then that a meeting would be held to address the issue. In the first paragraph in this section, fill in the name of the Whistle-blowing Officer and then decide whether, as an alternative, issues should be raised with the managing director or another trusted individual – if the latter, then insert their name or position.

Confidentiality & discretion – This section encourages the would-be whistle-blower to raise their concerns internally and assures them of protection against victimisation as a result.

External disclosures – You cannot prevent whistle-blowers going to external bodies with their concerns, but by having this policy in place (which encourages the would-be whistle-blower to raise their concern internally and assures them of protection against victimisation), you are more likely to be able to address it internally first. It also suggests the whistle-blower discusses it first with the independent whistle-blowing charity, Public Concern at Work.

Whistle-blowing – support and protection – This section explains that the business needs to support whistle-blowers, protect them from victimisation and discipline any members of staff who would seek to victimise the whistle-blower.

Contacts – In this final section, fill out the relevant contact details in the table.