New research revealing a significant generational gap in whistleblowing confidence among UK workers should serve as a wake-up call for employers, warns Mackrell LLP.

A study conducted by charity Protect recently reported that younger employees (18-24) are the least confident demographic when it comes to raising concerns at work.

Joanna Alexiou, Senior Associate at Mackrell LLP and Head of Employment, believes that inexperience, fear of retaliation and limited understanding of employment protections are key drivers behind the trend.

“Younger workers are often in their first roles and may be unaware of what constitutes serious malpractice.

“There’s also the concern that raising issues could risk their job security, particularly as unfair dismissal protections typically only apply after two years of continuous employment,” says Joanna.

“They may also feel intimidated by senior figures or worry about being seen as disruptive.”

Despite these fears, Joanna stresses that the legal framework around whistleblowing is clear.

“Employees are protected under UK law if they make what’s known as a protected disclosure, which is where they disclose information they reasonably believe is in the public interest and which highlights specific types of wrongdoing, such as breaches of health and safety, criminal offences, or legal violations,” she explains.

“To qualify for whistleblower protection, the disclosure must also be made to an appropriate person or body, such as the employer.”

While many employment rights, such as protection from unfair dismissal, require two years of continuous service, Joanna points out that whistleblowing is a key exception.

“If an employee is dismissed because they made a protected disclosure, that qualifying period does not apply. Employers should, therefore, treat such disclosures seriously and avoid any action that could be viewed as retaliatory.”

Neil Emery, Senior Associate at Mackrell LLP, has observed a growing awareness among employers of the need to revisit their internal reporting frameworks.

“We always advise our clients to ensure whistleblowing policies are not just written and filed away but are up to date, understood, and accessible,” said Neil.

“Policies alone are not enough. There must be a culture where staff trust that their concerns will be taken seriously.”

The risks of failing to foster such a culture are considerable.

“Ignoring or mishandling reports can lead to expensive legal claims, internal grievances, or even wider reputational damage,” Neil warns.

“High staff turnover, bullying complaints, and disengagement often stem from environments where employees feel they cannot speak out.”

For businesses seeking to improve their whistleblowing policies, Neil offers valuable guidance.

“Set up clear and confidential channels for reporting wrongdoing and regularly train staff and managers on their use.

“It can be tempting for employers to treat grievances and disclosures as an inconvenience or a nuisance, but they can also be genuine red flags of problems within the business, and dealing with them proactively could end up being an opportunity to address real concerns and improve workplace practices.”

For more information about Mackrell LLP or for advice on updating your business’s whistleblowing policy, please contact Joanna.Alexiou@mackrell.com or Neil.Emery@mackrell.com.