Whistleblowing reports across UK councils have risen sharply, with some areas recording increases of more than 200%, according to new research examining workplace reporting trends. The findings point to growing awareness of formal reporting channels, as new legal protections for employees begin to take effect.
The data, published in the Silence Report by Skillcast, is based on Freedom of Information requests submitted to UK city and county councils. The analysis focuses on changes between 2023 and 2024, the most recent years with complete reporting data.
The increase in reporting comes ahead of changes introduced through the Employment Rights Act 2025, which begins to strengthen worker protections from 6 April. The legislation is expected to give employees greater confidence to raise concerns, particularly as it introduces enhanced day one rights.
Under the new framework, sexual harassment is expected to be recognised as a qualifying disclosure within whistleblowing law. This means employees who report such concerns could receive the same legal protections from detriment and unfair dismissal as other whistleblowers.
Rising Whistleblowing Reports in Changing Workplace Culture
The research highlights significant variation between councils, with some recording substantial increases in whistleblowing activity. Doncaster Council reported the largest year on year rise, with reports increasing by 250%.
Warrington followed with a 200% increase, while Southend, Nottingham and Wigan each recorded rises of 100%. These figures suggest that in some areas employees are becoming more willing to raise concerns through formal channels.
In contrast, Leeds recorded a 40% decrease in whistleblowing reports. Researchers note that this could reflect a reduction in incidents, or a reluctance among employees to report more serious issues.
Despite wider reports of rising sexual harassment cases nationally, the data suggests that these incidents are not being widely captured through formal whistleblowing systems. Fewer than five cases relating to sexual harassment were recorded across the councils included in the study.
Nickie Elenor, employment lawyer and founder of Guardian Law, said, “The Employment Rights Act 2025 provides employees with a new legally recognised route to speak up and crucially, there’s no qualifying period of employment required as employees have a right to complain from day one of employment. If people know that they have protected status when they speak up, it’s likely that more will do so. Employers who’ve historically relied on silence need to update their thinking quickly.
“As a minimum, employers need a clear policy that’s genuinely communicated, a credible reporting mechanism employees trust, and evidence that action is taken when concerns are raised. That last point is where most employers fall down. A well-drafted policy that nobody has read achieves nothing. Reasonable steps means ongoing effort, not a single token intervention.”
Trust and Communication Central to Workplace Reporting
The findings suggest that while reporting levels are increasing, challenges remain around trust and the visibility of reporting systems. The low number of sexual harassment disclosures indicates that some employees may still feel unable to raise sensitive concerns through formal channels.
“While it’s encouraging to see an increase in whistleblowing reports – suggesting employees are more willing to call out organisational misconduct and are increasingly aware of reporting channels – there is still significant work to be done,” said Vivek Dodd, CEO at Skillcast.
“The near absence of sexual harassment cases within these reports highlights a worrying gap. Despite a national rise in workplace sexual harassment, many employees may still not feel safe raising the more sensitive concerns through formal channels.
“With new employment protections coming into force in just weeks, organisations have an opportunity to strengthen trust, confidentiality and follow-up processes so whistleblowing systems genuinely provide a safe space for employees to raise all concerns, from financial misconduct to workplace harassment.”