Content updated on May 4 2026
The UK's Public Interest Disclosure Act 1998 (PIDA) was pioneering legislation when enacted in 1998: it was one of the first pieces of whistleblowing legislation in the world. While PIDA has been an important foundation for whistleblower protection in the UK, it has limitations that have become increasingly apparent in recent years.
In response to the shortfalls of PIDA, the UK Government has committed to reviewing and reforming whistleblowing legislation, with a focus on strengthening the protections afforded to whistleblowers. In this article, we explore the challenges with the current legislative framework and what changes are being proposed by the UK Government.
How does PIDA currently work?
PIDA provides employment protections for employees who make a ‘protected disclosure’ in the public interest. A protected disclosure is a disclosure of information that the worker reasonably believes to be in the public interest and which is made to a relevant person, such as an employer, a government department, a regulator, or a legal adviser.
PIDA’s protections are available to workers who make a protected disclosure and who are subjected to a detriment as a result. The protections include the right to bring a claim in an employment tribunal and to seek compensation. However, these protections have been criticised for being inadequate, as they do not provide sufficient protection from retaliation.
What are the key issues with the current framework?
There are a number of key issues with the current legislative framework for whistleblowing in the UK:
- Scope of Protection: PIDA only provides protections for employees, not for other types of workers, such as independent contractors, agency workers, or members of the public.
- The ‘Public Interest’ Test: PIDA only protects disclosures made in the ‘public interest’. This means that disclosures made in the private interest of the whistleblower are not protected.
- Retaliation: PIDA does not provide sufficient protection from retaliation. While the law provides the right to seek compensation, this can be difficult to prove, particularly if the employer takes subtle or indirect actions.
- Lack of Oversight: There is no independent body responsible for overseeing whistleblowing in the UK. There is no one to ensure that employers are complying with PIDA or that whistleblowers are being protected.
What is the UK Government proposing?
The UK Government launched a call for evidence in 2023. In July 2025, the government published the results of that review. In the UK anti-corruption strategy 2025, it confirmed that, by 2027, it would reform the UK's approach to whistleblowing in the employment context.
The proposed reforms include:
- Definition of 'workers': Extending protection to independent contractors and agency workers.
- Mandatory internal reporting: Introducing requirements similar to the EU Whistleblowing Directive.
- Office of the Whistleblower: A bill has been introduced to create a dedicated office to investigate tips, moving jurisdiction away from Employment Tribunals where whistleblowers have historically won less than 10% of cases.
- Anonymous reporting: Requiring organisations to offer anonymous reporting channels as part of their internal systems.
- Financial incentives: The Strengthened Reward Scheme takes effect on 6 April 2026, offering rewards of up to 30% of taxes recovered for tips leading to collections of at least £1.5 million.
What should organisations do now?
Given that reform is confirmed for 2027, organisations should review their systems now:
- Review existing policies: Identify any gaps or areas where the existing system is ineffective.
- Implement anonymous reporting: Consider implementing anonymous reporting channels to make it easier for employees to report concerns without fear.
- Provide training: Ensure employees and managers understand the organisation’s systems and the legal protections available.
- Foster a culture of openness: Engage with employees to raise awareness and transparency.
Conclusion
The shift from PIDA 1998 to the upcoming 2027 reforms marks the end of an era for the "policy only" approach to whistleblowing. With the new Office of the Whistleblower on the horizon and the April 2026 reward scheme set to increase the volume of reports, the UK is moving toward a system that values evidence and investigator independence over simple tribunal claims.
Whispli is built to bridge this gap between the old law and the new standards. Our platform already provides the secure, anonymous, and mobile-first reporting that the UK Government is expected to make mandatory. By choosing Whispli, you aren't just waiting for the 2027 deadline: you are giving your employees a trusted space to speak up today. This allows you to resolve issues internally and build a culture of integrity long before the regulator or the new Office of the Whistleblower needs to get involved.
%201.avif)
%201%20(2).avif)
%201%20(1).avif)
