The contents of whistleblowing/confidential reporting procedures in the UK. Some lessons from empirical research
| Pages | 76-86 |
| Date | 01 January 2006 |
| Published date | 01 January 2006 |
| DOI | https://doi.org/10.1108/01425450610633073 |
| Author | David Lewis |
| Subject Matter | HR & organizational behaviour |
The contents of
whistleblowing/confidential
reporting procedures in the UK
Some lessons from empirical research
David Lewis
Middlesex University, Hendon, UK
Abstract
Purpose – The purpose of this article is to explain why whistleblowing is important and to examine
the recent empirical research relating to such confidential reporting/whistleblowing procedures in the
UK.
Design/methodology/approach – This article refers to the 1999 IRS Employment Trends/Public
Concern at Work survey of public and private sector organisations, together with the work conducted
in local government, further and higher education, schools and National Health Service (NHS) Trusts
by researchers at Middlesex University between 2000 and 2003.
Findings – The article establishes the prevalence of whistleblowing procedures, why they were
introduced and the extent of trade union involvement. It identifies who can use these procedures, the
types of concern that can be raised and who investigates them. Other issues discussed include: the
need for confidentiality; the problems of reprisal and malicious allegations; the availability of advice
and assistance and the existence of feedback. The article also describes how information about
whistleblowing procedures is disseminated, who has overall responsibility for such a procedure within
organisations and the extent of monitoring and review.
Research limitations/implications – Overallthe article suggests that public sectororganisations
have responded positively to the pressures to introduce whistleblowing procedures. Further empirical
work needs to be carried out in order to ascertain the extent to which private sector bodies have
introduced such procedures.
Originality/value – This article presents research findings about whistleblowing procedures with
observations about good practice and recommendations for the future.
Keywords Whistleblowing,Research, United Kingdom
Paper type Research paper
What is whistleblowing?
There is no universally accepted concept of whistleblowing. A broad definition would
encompass disclosure by employees and former employees of malpractice, as well as
illegal acts or omissions at work. The charity Public Concern at Work (PCAW) offers
help and free legal advice to people who have “a concern that something seems to be
seriously wrong, illegal or dangerous which threatens the public interest”.
Although some writers do not accept that internal disclosures amount to
whistleblowing (Jubb, 1999), there are good reasons for drawing a distinction
between internal and external reporting. Internal reporting offers advantages to
employers, workers and the general public. The employer is given the opportunity
to deal with a concern without outside pressure or publicity. From the worker’s
point of view, once a matter has been raised externally, they may be seen as an
The current issue and full text archive of this journal is available at
www.emeraldinsight.com/0142-5455.htm
ER
28,1
76
Received 8 December 2004
Revised 1 June 2005
Accepted 1 June 2005
Employee Relations
Vol. 28 No. 1, 2006
pp. 76-86
qEmerald Group Publishing Limited
0142-5455
DOI 10.1108/01425450610633073
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