Human resources-related concerns continue to dominate workplace whistleblowing, according to the latest Benchmark Report from Safecall. The report reveals that 55% of all whistleblowing submissions are linked to HR issues—far exceeding reports related to dishonest behaviour, health and safety, or general complaints.
Despite maintaining the majority share, HR reports saw a slight decline of 3% over the past year, hinting at a potential shift in workplace reporting patterns.
Of the HR cases submitted to Safecall, two thirds (66%) were for unfair treatment – a number which has declined by 10% since 2020. However, amongst the HR cases, reports of bullying and discrimination are on the rise. Since 2020, bullying has risen by 5% to make up 17% of HR reports, and discrimination cases have almost tripled, rising from 3% to 8%. This means that, for reports relating to the UK’s protected characteristics (discrimination, harassment and racism), discrimination now accounts for more than half. In 2024, harassment accounted for 6% of HR reports, compared to racism at 2%. 2024 marks the first year that reports of discrimination have overtaken reports of harassment since 2021.
For 2025 and beyond, Safecall anticipates that harassment reports will rise, owing to the promotion of new legislation such as the Worker Protection Act 2023. Employees are also becoming more confident in reporting wrongdoing, with 70% telling Safecall that they would report sexual misconduct if they saw it – more than any other form of malpractice1.
Joanna Lewis, Managing Director at Safecall, comments: “Every employee has a right to feel safe in their workplace. In an ideal world, discrimination and harassment wouldn’t happen – but in reality, they do. The most responsible thing an employer can do is ensure that the right processes and systems are in place to report, investigate, and resolve any issue that arises. Only then will they foster a safe and transparent culture.
“The worst course of action a business can take is to stick its head in the sand. With the Worker Protection Act now in full force, the Whistleblowing Bill on its second reading in Parliament, and the Employment Rights Bill currently passing through the House of Lords, 2025 could be the start of a significant legislative shift which will impact the future of whistleblowing. HR leads and C-suites alike need to ensure they’re up to speed on regulation, and embodying best practice when it comes to supporting, protecting, and training their workforce.”
