This sets sensible defaults — you can still change every field later
The legal name of the organisation adopting this policy
The principal address of the organisation
And when will you next review it?
The person workers can approach if they don't want to use their line manager
For concerns about the Whistleblowing Officer or senior management — typically the CEO, MD, or Chair
An independent third party workers can report to
PIDA 1998 only protects named workers, but many organisations accept anonymous reports anyway
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.
Recommended — supports compliance with the Worker Protection Act 2023 duty to take reasonable steps to prevent sexual harassment
Personal grievances (e.g. individual pay disputes) should go through the grievance procedure, not whistleblowing
An authorised representative — typically CEO, MD, Chair, or HR Director
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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