Window is closing to respond to NHS whistleblowing consultation

28 January 2025

With less than one month until the government’s consultation on new whistleblowing protections and proposals to regulate NHS managers closes, RSM UK urges healthcare organisations to respond, and says this could mark a major milestone in improving NHS culture.

Clive Makombera, partner and head of NHS at RSM UK said: “Often, NHS workers will be reluctant to raise their head above the parapet and make a whistleblowing disclosure due to the perceived risk of repercussions. The government’s proposals to offer greater protections and hold managers to account are a big step in the right direction. Concerns raised by staff should be investigated, and every staff member should be able to raise concerns without fear of reprisal, recrimination or damage to their career. This would go a long way in fostering a transparent and safe culture in the NHS and is a key part of making the NHS fit for purpose.”

There are already some good examples of improving reporting procedures in the NHS, which could be applied across misconduct and patient safety procedures. RSM UK’s fraud and bribery awareness survey* found fraud reports in the healthcare sector rose from 636 in 2022/23 to 926 in 2023/24, highlighting that confidence among workers in identifying fraud, and knowledge of the reporting routes available, increased significantly. The highest number of reports were made by managers, at 203 in 2022/23 to 268 in 2023/24. We welcome additional measures to support a culture that encourages speaking up, protects whistleblowers, and puts patient safety first.

Deborah Payne, HR consultancy associate director at RSM UK added: “Our survey demonstrates that significant improvements in the reporting of potential problems can be made within relatively short timescales. But this is dependent on managers and those in leadership positions at the NHS being at the forefront of promoting an open and honest workplace culture so that employees feel comfortable enough to speak up, whatever the concern. This is essential if the sector is to attract and retain the best talent, as well as to avoid any future incidents of misconduct which could be hugely damaging.”

Key requirements for robust whistleblowing practices include:

  • Providing employees with an easily accessible whistleblowing policy, and the procedures in place if an individual wishes to speak up.
  • Leaders should promote an open culture which encourages the right workplace behaviours.
  • Feedback should be sought through staff surveys, trade unions, line managers and HR to allow organisations to assess levels of engagement and action any feedback.
  • Have clear reporting channels, ensuring whistleblowers have dedicated points of contact, including senior members of staff who are in different teams or departments. Some organisations may wish to have an anonymous reporting facility.
  • Procedures relating to disclosure should be clearly communicated within leadership teams so that prompt action can be taken. Where appropriate, feedback should be provided to the whistleblower.
  • Staff involved in handling whistleblowing investigations should have received appropriate training, for example, understanding whether a complaint is whistleblowing, or should be handled through the grievance process. In addition, they should be supported from a wellbeing perspective.

It is good practice to be able to report internally on the number and type of whistleblowing cases received.

*Based on 2,959 responses across 53 health sector clients.