Whistleblowing Policy Editor

Fill in the details below to generate your UK whistleblowing policy

🎯 Sector Preset ? Select your sector to pre-fill sensible defaults (relevant prescribed persons, training references). All fields remain fully customisable.

This sets sensible defaults — you can still customise every field below.

🏢 Organisation Details

Companies House registration number, if applicable.

📅 Effective Date & Review

Date this policy comes into force.
Best practice: review annually.

👤 Designated Whistleblowing Officer ? A named person workers can approach if they prefer not to use their line manager. Typically HR Director, Compliance Officer, or Head of Legal.

🔄 Alternative Reporting Line ? A senior person workers can report to if the concern involves the Designated Whistleblowing Officer or other senior staff. Typically CEO, Managing Director, or Chair of Trustees.

📞 External Confidential Hotline ? An independent third-party hotline (e.g. Safecall, Expolink, Protect Advice Line). Optional but recommended for larger organisations.

🤐 Anonymous Disclosures Policy

? PIDA only protects named workers, but many organisations still accept anonymous reports to encourage reporting. The Worker Protection Act 2023 may also impact this for sexual harassment reports.
💡 Note: Whistleblowing protections under PIDA 1998 only apply to workers whose identity is known. However, many organisations still investigate anonymous reports as part of good practice.

⏱️ Investigation Timeframes

? Best practice: 5 working days. This is the time within which the whistleblower receives confirmation that their concern has been received.
? Best practice: 28 days. Complex investigations may take longer — the policy commits to keeping the whistleblower informed of progress.

📋 Additional Sections

? Demonstrates compliance with the Worker Protection Act 2023 duty to take reasonable steps to prevent sexual harassment, including training managers to handle disclosures.
? Personal grievances (bullying directed only at the individual, pay disputes) should go through the grievance procedure, not whistleblowing.

✍️ Signatory Details

An authorised representative — typically CEO, MD, Chair, or HR Director.

Your Whistleblowing Policy is Ready

Review your policy below — preview every clause before purchase.

Export to Word for bespoke situations where additional customisation or manual editing is required beyond the standard template.

IMPORTANT NOTES:

1. Adopt this policy by board resolution or equivalent senior management approval before publishing it to workers.

2. Communicate the policy to all workers — staff handbook, intranet, induction materials, and notice boards.

3. Train line managers and the Designated Whistleblowing Officer on how to receive and triage disclosures.

4. Review at least annually — and after any major UK legislative change (e.g. Employment Rights Act 2025 commencements).

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