Office of the Whistleblower Bill

Introduction

On 11 July 2025, the Office of the Whistleblower Bill is scheduled to receive its second reading in Parliament. If it passes this stage, the Bill will move one step closer to overhauling the UK’s approach to whistleblowing and potentially marking a significant shift in how whistleblowers are supported and protected.

In this article Imogen Purkiss explores the background and key provisions of the Bill, the growing consensus around the need for reform and what employers can do to prepare.

What the Bill is and why it is needed

The Office of the Whistleblower Bill is a Private Member’s Bill introduced in December 2024 by Labour MP Gareth Snell. The objective of the Bill is to overhaul the UK’s existing whistleblowing framework, currently governed by the Public Interest Disclosure Act 1998 (PIDA). Although PIDA was a significant step when introduced, critics now view it as outdated, not fit for purpose and too limited in scope. It primarily protects employees, and only once they have been subject to detriment, with little support for whistleblowers throughout the disclosure process. Many contractors, freelancers, and job applicants fall outside its protection, and pursuing redress is often reliant on complex and costly Employment Tribunal proceedings.

Reform advocates including Protect, WhistleblowersUK, and legal campaigners argue that the current system is reactive, inconsistent, and discourages reporting. High-profile failures such as the Post Office Horizon scandal have highlighted the consequences of weak whistleblower protection. Gareth Snell MP amplifies that ‘our current arrangements are far too reactive… we need to change the culture so that people feel compelled and supported to make that declaration before something goes wrong.’ There is a growing view that the UK needs a more robust, proactive, and independent system that encourages early disclosures and protects those who speak out.

What the Bill Proposes

The Bill proposes to establish an independent statutory body (the Office of the Whistleblower) to oversee the whistleblowing landscape in the UK and protect whistleblowers and whistleblowing. The Office would have wide-ranging powers to set mandatory minimum standards for whistleblowing procedures, receive and investigate disclosures, and issue fines or orders for redress. It would act as a centralised point for making protected disclosures, with the authority to bypass internal reporting lines where necessary.

The Office would also be tasked with providing support to whistleblowers, including access to accredited legal advice and funding for litigation where needed. It would collect and publish anonymised data on whistleblowing trends and employer responses, helping to improve national transparency and inform policy. There is also speculation that the bill will ban confidentiality clauses (NDAs) that seek to silence whistleblowers and introduce criminal sanctions for those who retaliate against them.

Amendments Since the First Reading

Following its first reading in the House of Commons in December 2024, several areas for expansion and clarification have been raised. One of the key discussion points is the Bill’s scope as many stakeholders want protections extended to the self-employed, volunteers, job applicants, and trade union officials, not just employees. These changes have not yet been formally adopted but are gaining support.

Another major point of discussion is whether employers should have a legal duty to investigate whistleblowing reports. Proposals to include this obligation are under consideration, with some MPs and campaigners in favour of making it a core responsibility.

Additionally, broader employment law reforms currently under discussion within the Employment Rights Bill (ERB) including proposals to extend tribunal time limits which may also affect the practical operation of the whistleblowing framework if implemented alongside or in support of this legislation. Notably, the government’s published timeline confirms that, from April 2026, protections for whistleblowers will be strengthened under the ERB as part of a broader effort to encourage the reporting of wrongdoing. Among the Bill’s most significant reforms are the expansion of qualifying disclosures to explicitly include sexual harassment, and the introduction of a new legal duty on employers to take reasonable steps to investigate any protected disclosure. These forthcoming changes reflect growing political momentum and support for a more robust and accountable whistleblowing framework.

Next Steps in the Legislative Process

The Bill is scheduled for its second reading in the House of Commons on 11 July 2025, coinciding with Whistleblowing Awareness Week. If it gains enough parliamentary time and support, it will move to the committee stage for detailed scrutiny, followed by report and third readings in both Houses of Parliament.

Implications for Employers and Employees

If passed, the Bill could significantly change the obligations and risks employers face in relation to whistleblowing. Organisations may become subject to oversight by the new Office, be required to align their internal procedures with national standards, and face investigations, sanctions, or compensation orders if they mishandle whistleblowing cases. Public scrutiny and reputational risks would also increase, especially for large employers and those in regulated industries.

For employees and whistleblowers, the Bill promises stronger protections, broader coverage across different roles and industries, and more practical support for raising concerns. The ability to bypass internal channels and report directly to an independent authority may also encourage earlier and more honest disclosures. If implemented, the new framework could offer a more trusted and accessible route for addressing wrongdoing.

What Employers Can and Should Do to Prepare

As a Private Member’s Bill, its future is uncertain unless it attracts formal government backing or is adopted into a wider legislative agenda. However, employers may still wish to take proactive steps now to review and improve their whistleblowing policies and procedures. This could include steps such as auditing existing frameworks to ensure they are accessible, well-communicated, and compliant with expected best practices. Line managers and HR teams may also benefit from training (or refresher training) on how to handle disclosures sensitively and lawfully, to reduce the risk of retaliation or unfair dismissal.

Companies could also prepare for the possibility of external oversight by documenting their internal processes and ensuring they are transparent, fair, and effective. Legal teams should assess potential exposure to claims or compliance breaches under the new framework, and communication with staff should reinforce the message that whistleblowing is valued and protected. Embedding a culture of openness and ethical behaviour now will help organisations adapt quickly if the Bill becomes law.

Conclusion

The Office of the Whistleblower Bill represents a bold step toward strengthening the UK’s approach to whistleblowing. While it is still early in the legislative process, the momentum for reform is growing, and the Bill reflects widespread recognition that the current regime is no longer fit for purpose. Whether or not the Bill becomes law in its current form, the direction of travel is clear: organisations may wish to prepare for more robust standards, greater transparency, and stronger protections for whistleblowers in the near future.

Contact Us

If you require further advice and assistance in relation to any of the matters raised above, please contact Prettys Employment Team on 01473 232121 or you can contact Vanessa Bell at vbell@prettys.co.uk

You can also view our other employment law services here.