A Closer Look at the Proposed UK Office of the Whistleblower Bill

For over two decades, the Public Interest Disclosure Act (PIDA) has governed whistleblowing protections, but growing recognition of its limitations has sparked calls for comprehensive reform.

The proposed changes aren’t just regulatory tweaks — they represent a complete reimagining of whistleblowing oversight in the UK. From centralizing fragmented reporting systems to expanding protection beyond traditional employment relationships, this legislation could reshape compliance obligations across all sectors if passed.

The implications are far-reaching for compliance professionals. Organizations that have relied on minimal PIDA compliance may face new standards, reporting requirements, and liability exposures. Meanwhile, companies with robust ethics programs could gain a competitive advantage in the evolving regulatory landscape.

Understanding these proposed changes and their potential impact is crucial for any organization operating in the UK, regardless of whether this specific bill becomes law or serves as a blueprint for future reform.

What is the Proposed UK Office of the Whistleblower Bill?

The Office of the Whistleblower Bill was introduced to Parliament on 19 December 2024, by Labour MP Gareth Snell as a Ten Minute Rule Bill. This legislation aims to fundamentally reshape how the UK handles whistleblowing by establishing an independent Office of the Whistleblower to oversee and standardize protections nationwide.

The bill proposes creating a centralized body responsible for setting standards, investigating claims, and providing comprehensive protection for whistleblowers. The independent Office would have powers to set, monitor, and enforce standards for whistleblowing case management, offer disclosure services, direct investigations, and order redress for detriment suffered by whistleblowers.

PIDA vs. Proposed UK Whistleblower Law: Key Differences at a Glance

The differences between the current PIDA framework and the proposed Office of Whistleblower are substantial. Here’s a side-by-side comparison of the most critical changes that compliance teams need to understand:

How the Bill Would Affect UK Companies If Passed

The Office of the Whistleblower Bill would shift the UK from a largely self-regulated model to one of active oversight and enforcement. Organizations must assess how these changes could affect operations, compliance costs, and overall risk posture.

These guidelines are not required under current law, but they do outline what compliance teams may need to do if the proposed bill passes Parliament and enters into force. Timelines and final scope may evolve as the bill progresses through the legislative process.

Mandatory Reporting & Transparency

Businesses would face new legal obligations to submit data on whistleblower claims, internal investigations, and outcomes directly to the Office. This may include public transparency requirements, compelling companies to implement or upgrade data tracking and reporting systems.

Enhanced Compliance Standards

The Bill empowers the Office to define standards for effective whistleblowing, including how organizations handle reports, protect confidentiality, and prevent detrimental treatment. Firms with basic or outdated systems must make significant investments to meet these potential new expectations.

Increased Liability Exposure

The Bill would enhance whistleblower protection by broadening who qualifies for safeguards and what qualifies as retaliation. This builds on the Employment Rights Act’s whistleblowing provisions. Businesses could face:

• Higher compensation awards for retaliation
• Criminal penalties for serious breaches
• Regulatory sanctions from the Office
• Reputational damage from public reporting

Competitive Advantages

Companies with strong ethics programs and mature reporting systems (like those supported by connected compliance solutions) will be better positioned to meet these new demands. Being proactive reduces risk, builds trust, and signals readiness as the UK’s legal protections for whistleblowers evolve.

Compliance Preparation: 5-Step Readiness Plan

While the outcome of the Office of the Whistleblower Bill won’t be known until the second reading on July 11, now is the time to act. Whether or not this specific legislation passes, the trend toward stronger whistleblower protection and tighter legal obligations is undeniable. Investing in compliance readiness today reduces risk, demonstrates good governance, and positions your organization ahead of regulatory change.

Prevention is the best strategy. Here’s a practical five-step plan to strengthen your approach to whistleblowing compliance:

Frequently Asked Questions

If passed, would this bill replace PIDA entirely?

Yes, the Bill proposes a full repeal of PIDA, aiming to overhaul how individuals report wrongdoing and assert their whistleblowing rights in the UK. It seeks to establish a clearer, more enforceable set of legal obligations for organizations.

However, as a Ten Minute Rule Bill introduced by an individual MP, it must overcome significant challenges. Without strong government backing and eventual support in the House of Lords, the path to becoming law remains uncertain.

How would existing reporting channels change?

While organizations will still manage their internal reporting systems for handling whistleblowing concerns, the Bill introduces centralized oversight to ensure consistency and accountability. Internal channels must meet new standards for functionality, confidentiality, and responsiveness. Any protected disclosure must be handled following guidance from the Office of the Whistleblower, aligning internal practices with a national whistleblowing framework.

What new penalties might businesses face?

The Bill introduces the potential for new criminal offences tied to how whistleblowers are treated. These may include retaliation, ignoring disclosures, or interfering with investigations. Penalties could go beyond current employment law, with regulatory fines, mandatory remediation, and larger compensation payouts.

This reflects a shift toward a stronger whistleblowing framework. The best defense is preparation. Companies should review policies, train staff, and use connected compliance tools like integrated hotlines and case tracking to reduce risk.

When would the Office of the Whistleblower Bill take effect?

As a Private Member’s Bill, the Office of the Whistleblower Bill faces significant hurdles to becoming law. The upcoming second reading on 11 July 2025 will be a key indicator of whether the Bill gains meaningful traction. If it advances, implementation would likely follow a phased approach, including transition periods to allow businesses time to adjust.

Preparing for UK Whistleblower Reform

The Office of the Whistleblower Bill represents the potential for one of the most ambitious overhauls of UK whistleblowing legislation in over 25 years. While its path to becoming law remains uncertain, it signals a clear direction toward stronger protections, enhanced accountability, and standardized approaches.

For compliance teams, the takeaway is clear: bare-minimum approaches to whistleblowing compliance won’t hold up under a more demanding regulatory environment. Organizations that invest now in robust reporting systems, comprehensive training, and strong ethical cultures will be better positioned to navigate future requirements.

Whether this specific bill becomes law or not, momentum for whistleblowing reform in the UK is undeniable. The question isn’t whether change is coming — it’s whether your organization will be ready.

Note: The UK Office of the Whistleblower Bill is currently a proposed piece of legislation. As of July 2025, it has not yet passed into law.