The UK may be on the cusp of a transformative shift in how whistleblowers are protected, and corporate obligations. Labour MP Gareth Snell’s Office of the Whistleblower Bill is the latest – and potentially most significant – years-long attempt to overhaul the country’s whistleblowing framework.
Although the second reading of the legislation is scheduled for 11 July 2025, the Bill still faces an uphill climb. As a Private Member’s Bill, it cannot progress without government support. With the parliamentary floors littered with the torn up attempts at reform, will the Labour government finally enact long-awaited change?
What is the Office of the Whistleblower Bill?
Introduced on 19 December 2024, the Office of the Whistleblower Bill is a Private Members’ Bill from backbench Labour MP Gareth Snell. It proposes a sweeping change: the establishment of a new, independent body tasked with safeguarding whistleblowers and managing whistleblowing cases across the UK.
If passed, the Office of the Whistleblower legislation would:
- Set, monitor and enforce national standards for whistleblowing management
- Direct investigations into whistleblowing claims
- Provide advice and disclosure services
Order redress for detriment suffered – including reputational and social harm, not just occupational loss - Act as a single, central body to receive whistleblowing reports (currently there are 88+ designated bodies)
This body would aim to level the playing field between individuals and powerful institutions by offering proactive, structural support to those speaking out.
Why whistleblowing reform matters, but why it may not succeed
Despite cross-party interest and support from whistleblowing advocacy groups, the Bill is a Private Member’s Bill. This means:
- It will only progress if the government allocates parliamentary time.
- It requires tacit or active support from ministers to gain momentum.
- The 11 July 2025 second reading is a crucial test. If the Bill is not debated or objected to, it risks stalling—just as similar bills have in the past.
A history of false starts: previous reform attempts
Whistleblowing reform has been a recurring theme in Westminster for several years, yet no significant change has taken hold. Key previous attempts include:
Oct 2019 – Protect (formerly Public Concern at Work) published draft whistleblowing bill proposals, including stronger protections and an independent Whistleblowing Commissioner
Jan 2020 – Baroness Kramer introduced the first Office of the Whistleblower Bills in the House of Lords. It focused on creating a dedicated office to support and guide whistleblowers, but did not pass before the parliamentary session ended
Feb 2020 – Dr Philippa Whitford MP introduced the Public Interest Disclosure (Protection) Bill, proposing a Whistleblowing Commission, criminal offences for retaliation, and a ban on NDA gagging. It lapsed with the prorogation of Parliament
May 2021 – Baroness Kramer reintroduced the Office of the Whistleblower Bill in the Lords, heading to its second reading on 25 June. It included powers for the new office to monitor existing regulators and review PIDA 1998
Apr 2022 – Mary Robinson MP (Conservative) introduced a Commons version of a whistleblowing bill, mirroring Baroness Kramer’s concept—but it fell at the end of the session
Jun 2022 – Baroness Kramer launched the Protection for Whistleblowing Bill in the Lords. It aimed to repeal PIDA 1998, establish an independent office, and create new offences related to treatment of whistleblowers. It had its second reading scheduled for 2 Dec but did not progress
Each initiative ran aground due to lack of parliamentary time or political backing, illustrating the structural resistance to reform.
What’s wrong with the current system?
Whistleblowing in the UK is still governed by the Public Interest Disclosure Act 1998 (PIDA), a law increasingly viewed as outdated and narrow in scope. Key limitations include:
Employment-based protections only: PIDA protects only workers, excluding volunteers, contractors, and others.
Post-detriment protection: Protections apply only after harm has occurred to the whistleblower.
Employment tribunal focus: Most whistleblowing claims are processed through tribunals, which address employment-related losses, not broader systemic failures or personal damages.
As Gareth Snell MP put it: “Our current arrangements are far too reactive… we need to change the culture so that people feel compelled and supported to make that declaration before something goes wrong.”
The link to economic crime and fraud prevention
Despite the unknown fate of the new Office of the Whistleblower Bill, this proposal does fit into a broader legislative trend. The Economic Crime and Corporate Transparency Act 2023 (ECCTA) and the forthcoming Crime and Policing Bill both signal a significant shift toward increased corporate liability and tighter scrutiny of white-collar misconduct. One of the most consequential developments under ECCTA is the new failure to prevent fraud offence coming into force 1 September 2025, which holds organisations criminally liable if they fail to stop staff or agents committing fraud for the organisation’s benefit.
Snell’s proposal complements these reforms by creating stronger mechanisms for surfacing wrongdoing earlier, particularly through enhanced whistleblower protections. By encouraging disclosures before misconduct escalates, the Bill could act as a crucial early-warning system. In practice, it would not only protect those speaking out but also help organisations demonstrate that they took “reasonable steps” to prevent fraud or other economic crimes, thereby reducing potential liability under ECCTA.
What would whistleblowing reform mean for businesses?
If passed, the Office of the Whistleblower Bill would have major implications for UK organisations:
Expanded Reporting Obligations: Businesses could face centralised oversight on how they manage whistleblowing disclosures.
Greater Liability for Retaliation: Employers may be held accountable not just for economic damages, but reputational and social harm suffered by whistleblowers.
Increased Transparency: The Office would collate and publish whistleblowing data, making trends in malpractice more visible.
Shift in Culture: Businesses would need to move from defensive whistleblowing policies to proactive whistleblower engagement and support strategies.
What’s next for whistleblowing reform?
The Office of the Whistleblower Bill may be the most comprehensive attempt yet to modernise whistleblowing protections in the UK. By proposing an independent regulator and moving away from a strictly employment-law framework, it seeks to transform how wrongdoing is reported and responded to.
The Bill’s second reading on 11 July 2025 will be a crucial milestone. It also coincides with Whistleblowing Awareness Week, coordinated with support from WhistleblowersUK and members of both Houses. Campaigners hope the timing will help draw attention and pressure the government to act.
But without government backing, it risks becoming the latest in a line of ambitious reforms left to gather dust. For employers, legal advisers, and compliance officers, this moment should be a wake-up call: robust whistleblowing systems aren’t just good practice, they may soon be legal expectation.
