How to protect your business and people when there’s a whistleblowing complaint

23 Dec 2025

By Albany HR.

When to bring in an expert HR consultant for whistleblowing concerns.

When an employee raises a serious concern, it can feel daunting. Whistleblowing complaints often involve issues that could affect your business, your team, or even public safety. The Post Office Scandal showed just how much it can cost a business when action isn’t taken at the right time – £177,967,265! 

As an HR consultant in Edinburgh, I help business owners manage these sensitive situations with confidence and care. Here’s how to handle them fairly and protect both your people and your business.

What counts as whistleblowing

Whistleblowing is different from a regular grievance. It involves a disclosure made in the public interest where an employee believes something serious is happening, such as:

• Criminal activity
• Breach of legal obligations
• Miscarriage of justice
• Health and safety dangers
• Environmental damage
• Concealment of wrongdoing

Employees are legally protected from day one when they raise a genuine whistleblowing concern. That means they can’t be dismissed or treated unfairly for speaking up.

The risk of getting it wrong

Mishandling a whistleblowing complaint can have serious consequences:

• Unlimited compensation – tribunals can award uncapped damages for unfair dismissal or detriment
• Reputational harm – poor handling can damage public trust and brand credibility
• Loss of morale – employees may lose confidence in leadership
• Missed issues – ignoring concerns can let problems escalate unseen

How to handle whistleblowing effectively

When someone raises a concern, follow a consistent and transparent process.

1. Take it seriously

Thank the employee for coming forward and record the details carefully. Even if their concern turns out to be unfounded, showing respect for the process matters.

2. Reassure on confidentiality

Assure them you’ll keep their identity confidential wherever possible. If information must be shared as part of the investigation, explain clearly why and with whom.

3. Investigate promptly

Start investigating quickly to preserve evidence. Choose an impartial investigator, and consider an external HR consultant particularly for complex or sensitive cases.

4. Protect the whistleblower

Monitor how they’re treated afterwards. Make it clear that retaliation or exclusion will not be tolerated and document any protective actions taken.

5. Act on the findings

Take appropriate action based on your investigation. This might include disciplinary steps, process changes, or additional training. Even if the concern isn’t upheld, thank the employee for raising it.

6. Close the loop

Once complete, confirm that the investigation has finished and any actions have been taken. Keep all records confidential and stored securely.

Preventing issues with a clear policy

A whistleblowing policy is your best safeguard. It should outline:

• What qualifies as whistleblowing
• How employees can report concerns
• What protections they have

A strong policy builds trust, shows accountability, and helps issues surface early – before they become bigger problems.

How HR support makes a difference

As an independent HR consultant in Edinburgh, I work with businesses to:

• Draft and review HR policies including whistleblowing 
• Act as an impartial investigator
• Train managers on handling disclosures fairly
• Protect both staff and business reputation

Get expert HR help

If you’re unsure how to respond to a serious concern or need to update your whistleblowing policy, I can help.

My HR consultancy services are designed to give business owners peace of mind, clear processes, and confidence in compliance.

Book a confidential call today to discuss how we can strengthen your approach and protect your business.