Government signals review of UK whistleblowing framework by 2027

Background

The government has published the UK anti-corruption strategy 2025, a wide-ranging policy paper addressing corruption risks across the public and private sectors. While not focused specifically on employment law, the strategy recognises that corporate whistleblowers play an important role in identifying and reporting wrongdoing.

Within that broader context, the government expresses concern that the current UK whistleblowing framework, contained in the Employment Rights Act 1996 and first introduced in 1998, may not be operating as effectively as intended. The strategy notes that international experience, including in the United States and Canada, suggests that alternative models, such as financial incentives for whistleblowers, can generate increased intelligence about corrupt activity.

What the government has said

The strategy confirms an intention to look more closely at how whistleblowing operates in the UK employment context. In particular, the government plans to consider, by 2026, the findings of the Independent Review of Disclosure and Fraud Offences (Part Two), which is examining, among other things, the potential incentivisation of whistleblowers in cases of economic crime.

Looking further ahead, the government states that by 2027 it will explore opportunities to reform the UK’s approach to whistleblowing in employment. No detail is provided on the scope or direction of any potential reform, and there is no suggestion of imminent legislative change. The emphasis at this stage is on review and evaluation rather than firm proposals.

Learning points for employers

This is an early policy signal rather than a concrete reform programme, but it indicates that whistleblowing is firmly on the government’s future agenda. Employers should expect increased scrutiny of how concerns are raised and handled internally, particularly in relation to economic crime and governance. 

For more information or advice, please contact Eleanor Searle in our Employment team.