Speaking Up About
Police Wrongdoing
How whistleblowing law protects police officers and police staff who report wrongdoing: what counts as a protected disclosure, your duty to report under the Standards, who to tell, the IOPC Report Line and anonymous lines, what happens if you are treated badly afterwards, and what is not protected.
Independent information, not advice · Sources checked 14 October 2026 · England and Wales unless stated
Yes. Section 43KA of the Employment Rights Act 1996 treats officers as employees for whistleblowing law, and police staff are covered as employees. A disclosure is protected if you reasonably believe it is in the public interest and shows wrongdoing such as a crime, a breach of a legal duty or sexual harassment, and you tell your force, a lawyer or a prescribed person such as the IOPC. Being treated badly because of it is unlawful.
Deciding whether to report a colleague, a supervisor or your own force is one of the hardest things in policing. This page sets out what the law and official guidance say, as checked on 14 October 2026. It is general information, not legal advice. Whistleblowing claims turn on their facts and on strict time limits, so speak to Protect, your Federation or union, or a solicitor about your own situation, ideally before you report.
Sexual harassment became a separate category of qualifying disclosure on 6 April 2026 (Employment Rights Act 2025). The Home Office's 2020 guidance and the IOPC's February 2026 FAQ still list six categories.
Tribunal time limits doubled from three to six months for detriment and dismissal claims where the act, or the date employment ended, is on or after 1 October 2026.
Are police officers covered by whistleblowing law?
The whistleblowing provisions in the Employment Rights Act 1996, added by the Public Interest Disclosure Act 1998, protect "workers". Police officers hold the office of constable rather than a contract of employment, so they would fall outside that word on its own. Section 43KA closes the gap. It says a person holding the office of constable (or appointed as a police cadet) otherwise than under a contract of employment is treated as an employee employed by the relevant officer, which for a member of a police force or a special constable is the chief officer of police. It was inserted by the Police Reform Act 2002 and has applied since 1 April 2004.
| Group | How covered | Treated as employed by |
|---|---|---|
| Police officers and special constables | ERA 1996 s.43KA | The chief officer of police |
| Officers seconded to the National Crime Agency | ERA 1996 s.43KA(2)(b) | The Agency |
| Police staff and PCSOs | As employees, in the normal way | Their employer, usually the chief officer or the PCC |
| Police Scotland officers | The Act extends to Scotland (see Brown v Chief Constable of Police Scotland) | The chief constable |
| PSNI officers | A separate Northern Ireland law (article 67KA) | The Chief Constable |
Section 43KA applies the disclosure rules, the right not to suffer detriment (section 47B, with sections 48 and 49 on tribunal claims) and the rule that dismissal for whistleblowing is automatically unfair (section 103A).
What counts as a protected disclosure
A protected disclosure has two parts. First it must be a qualifying disclosure under section 43B: a disclosure of information which, in your reasonable belief, is made in the public interest and tends to show one of seven things. Second, it must be made to the right person in the right way (sections 43C to 43H).
| Category | Example | Note |
|---|---|---|
| (a) A criminal offence | A colleague taking cash from a seized property bag; falsifying a statement | Must be information, not just an opinion |
| (b) A breach of a legal obligation | Ignoring PACE custody time limits; breaches of the Standards of Professional Behaviour (Home Office guidance) | Includes breaches of statutory duties |
| (c) A miscarriage of justice | Undisclosed material that undermines a prosecution | Past, present or likely |
| (d) Danger to health or safety | Unsafe custody cells; vehicles with known defects still in use | Of any person |
| (da) Sexual harassment | A supervisor sexually harassing a probationer | From 6 April 2026; uses the Equality Act s.26(2) meaning |
| (e) Damage to the environment | Unlawful disposal of seized chemicals | Rare in policing |
| (f) Deliberate concealment | Records altered to hide any of the above | The cover-up is itself a category |
- Reasonable belief, not proof. You do not have to be right, but your belief must be reasonable on what you knew.
- Public interest. Added in 2013 to stop purely personal disputes counting. Wrongdoing by police officers will often be in the public interest, but a complaint only about your own pay or treatment may not be.
- Past, present or future. Each category covers something that has happened, is happening or is likely to happen.
- Anywhere. The wrongdoing does not have to be in your own force or in the UK.
Your duty to report, and why reporting is not a breach
Officers have a positive duty. The Standards of Professional Behaviour in Schedule 2 to the Police (Conduct) Regulations 2020 include Challenging and Reporting Improper Conduct: police officers "report, challenge or take action against the conduct of colleagues which has fallen below the Standards of Professional Behaviour". Failing to do so can itself be a conduct matter.
- Reporting is protected. Regulation 2(5) of the Conduct Regulations says the making of a protected disclosure by a police officer is not a breach of the Standards. That covers worries about the Confidentiality standard.
- Reporting a breach of the Standards is usually a qualifying disclosure. Home Office statutory guidance (2020, chapter 3) says it should be considered one, as a failure to comply with a legal obligation.
- The Code of Ethics. The College of Policing's 2024 guidance says there is a positive obligation to challenge or report unprofessional behaviour, that you can use force confidential reporting lines, that whistleblowers have legal protection under the Employment Rights Act, and that discrimination or victimisation against anyone who reports should not be tolerated.
- Police staff are not bound by the officer Standards, but force staff codes of conduct and the Code of Ethics usually set the same expectation.
See the Standards of Professional Behaviour explained for the full list.
Who to tell: the protected routes
The law sets a ladder. The closer you stay to your own organisation, or to a regulator, the fewer conditions apply. Going public has the most conditions.
| Route | Section | Conditions | Policing examples |
|---|---|---|---|
| Your force (employer) | s.43C | Reasonable belief in the public interest and one of the categories. Using your force's own procedure counts as telling the employer. | Your line manager, Professional Standards Department, a senior officer, or the force's confidential line |
| A legal adviser | s.43D | Made in the course of getting legal advice | A solicitor, including through Federation legal cover |
| A prescribed person | s.43F | You reasonably believe it is within their remit and the information is substantially true | The IOPC; a Police and Crime Panel for the PCC; your MP |
| Wider disclosure | s.43G | Substantially true, not for personal gain, reasonable, and one extra condition (fear of detriment, risk of cover-up, or raised before) | The media, a campaign group |
| Exceptionally serious | s.43H | Substantially true, not for personal gain, exceptionally serious and reasonable | Rare: get advice first |
Prescribed persons relevant to policing
The Public Interest Disclosure (Prescribed Persons) Order 2014 lists the bodies you can go to directly. For policing the main ones are:
- The Director General of the IOPC, for matters relating to the conduct of a person serving with the police (as defined in the Police Reform Act 2002), and others whose conduct the IOPC oversees. GOV.UK's list says this covers police forces, PCCs, the NCA, British Transport Police, the Ministry of Defence Police and the Civil Nuclear Constabulary, among others.
- Police and Crime Panels, for complaints about the conduct of the police and crime commissioner or deputy.
- Members of the House of Commons. Your MP is a prescribed person for any matter.
- Others by subject, such as the Health and Safety Executive, the Information Commission and the National Crime Agency, within their remits.
His Majesty's Inspectorate of Constabulary and Fire and Rescue Services inspects forces, but it is not a prescribed person under the 2014 Order. You can still tell it things, but the s.43F route does not apply, so the stricter wider-disclosure conditions would. Use the IOPC or your MP for the prescribed person route.
Whistleblowing, grievance or conduct report?
The same incident can fit more than one process, and the label you use affects what protection and outcome you get. They can run side by side.
| Process | Best for | What it can lead to | Legal protection |
|---|---|---|---|
| Protected disclosure | Wrongdoing in the public interest: crime, breaches of legal duties, safety, sexual harassment, cover-ups | Your force or a prescribed person deciding what to do; possibly a conduct matter or criminal investigation | ERA 1996 Part IVA: detriment and dismissal protection |
| Reporting a colleague's conduct | Behaviour below the Standards of Professional Behaviour | Assessment by Professional Standards; recording as a conduct matter; misconduct proceedings or reflective practice | Usually also a protected disclosure; reg 2(5) says it is not a breach of the Standards |
| Grievance | How you personally have been treated: bullying, unfair decisions, working arrangements | A resolution for you: mediation, changes, an apology, a finding | Equality Act victimisation protection if you allege discrimination or harassment |
| Public complaint | Members of the public dissatisfied with a force | Complaint handling under the Police Reform Act 2002 | Not usually open to officers about their own force's colleagues (PRA 2002 s.29(4)) |
If the problem is mainly about how you are being treated, start with grievances, bullying and harassment. If it is about wrongdoing that affects others or the public, this page is the right one.
What usually happens after you report
There is no single national process for handling an internal report, so this is the general shape. Ask your force for its own procedure.
- Acknowledgement. Ask for written confirmation that your report has been received and by whom.
- Assessment. Professional Standards or an anti-corruption unit decides what it is. Under section 12(2) of the Police Reform Act 2002, where there is an indication that a person serving with the police may have committed a criminal offence or behaved in a way that would justify disciplinary proceedings, it is a conduct matter.
- Referral where required. Some conduct matters must be referred to the IOPC. See IOPC investigations.
- You may become a witness. The Duties and Responsibilities standard says officers must give appropriate cooperation during investigations, inquiries and formal proceedings. Your Federation rep can support you.
- Feedback. You may not be told the outcome in detail, because of the other officer's rights and confidentiality. Ask what you will be told and when.
The IOPC Report Line
The IOPC runs a Report Line set up specifically as a whistleblowing line for police officers and police staff to report concerns. Its own pages give the number as 08458 770061, Monday to Friday, 10am to 4pm, with voicemail out of hours (call charges apply). Reports made by phone need to be put in writing.
- It records disclosures on a register, but its FAQ says whether a disclosure is a qualifying one is for an employment tribunal to decide.
- It does not have to investigate. The FAQ says its only powers are those in the Police Reform Act 2002: complaints, conduct matters and death or serious injury matters. A power to investigate whistle-blower concerns was added to the 2002 Act in 2017 but is not in force.
- Your consent matters. It passes information to your force only with your written consent, or in exceptional public interest cases.
- It is not a grievance service. It has no remit over grievances, vetting or employment matters.
For how IOPC investigations themselves work, see IOPC investigations explained.
Anonymous and confidential reporting lines
There is no College of Policing integrity line. The College's Code of Ethics guidance refers to force confidential reporting lines. In practice there are two kinds.
| Line | Who it is for | What we found |
|---|---|---|
| Police Integrity Line (Crimestoppers) | Officers and civilian staff of forces that use it | Crimestoppers says it is for officers and staff to report wrongdoing in police workplaces, with a 100% guarantee of anonymity. The Casey Review refers to the Met's internal line. When the Civil Nuclear Constabulary joined in September 2025 it said the move aligned it with most other Home Office police forces. For the Ministry of Defence Police, a Crimestoppers operator records the report and passes it to Professional Standards. |
| Force confidential lines | Officers and staff of that force | Many forces run their own confidential or anonymous reporting systems, often through Professional Standards or Counter Corruption Units. Check your intranet for the name and how anonymity works. |
| Police Anti-Corruption and Abuse Reporting Service (Crimestoppers) | The public | Launched nationally on 14 March 2024 after a Met pilot. Phone 0800 085 0000. For reporting officers, staff or volunteers who abuse their position. Not designed as the internal route for staff. |
| IOPC Report Line | Officers and staff | Not anonymous by design: reports need to be in writing. A prescribed person route. |
Anonymity protects your identity, which matters if you fear reprisals. The trade-off is practical: an anonymous report is harder to follow up, and if nobody knows you made it, it is harder later to show that any bad treatment was because of it. A confidential report, where your identity is known only to the people handling it, is a middle way. You can ask how your identity will be protected before you give it.
Protection from detriment and dismissal
Once you have made a protected disclosure, the law protects you in two ways.
- Detriment (section 47B). You have the right not to be subjected to any detriment by your employer, or by a colleague or agent, on the ground that you made a protected disclosure. Detriment is broad: being moved off a team, refused a course or posting, a sudden performance or misconduct referral, or being frozen out. Acts by colleagues are also treated as done by the employer, though the employer has a defence if it took all reasonable steps to prevent them.
- The burden shifts. In a tribunal claim, once you show a protected disclosure and a detriment, it is for the employer to show the ground on which it acted (section 48(2)).
- Dismissal (section 103A). Dismissal is automatically unfair if the reason or main reason is that you made a protected disclosure. Officers are generally excluded from unfair dismissal law by section 200, but section 200 expressly keeps section 103A open to them.
- No qualifying period and no cap. You do not need two years' service for a section 103A claim (section 108(3)), and the usual compensation cap does not apply (section 124(1A)).
- Interim relief. If you are dismissed, you can ask the tribunal for interim relief, which can keep you in pay until the hearing. The application must be made within seven days of the dismissal date (section 128).
- Compensation for detriment is what the tribunal considers just and equitable (section 49), and can be reduced by up to 25% if the disclosure was not made in good faith.
Whistleblowing law sits alongside other protection. If you raised a complaint of discrimination or harassment, the Equality Act 2010 also protects you from victimisation. See grievances, bullying and harassment.
What is not protected
| Situation | Why |
|---|---|
| A purely personal complaint | If you do not reasonably believe it is in the public interest, it is not a qualifying disclosure. A complaint only about your own treatment is usually better handled as a grievance. |
| Opinions without information | The disclosure must convey information that tends to show one of the categories. |
| Disclosures that are crimes | If making the disclosure is itself an offence, it is not protected (s.43B(3)). |
| Privileged legal information | Information received while legal advice was being given, where privilege could be claimed (s.43B(4)). |
| Gathering evidence improperly | Searching police systems without a policing purpose or copying data to build a case can be misconduct or an offence in its own right. Report what you know; let investigators gather the rest. |
| Your own wrongdoing | Home Office guidance says there is no immunity for separate misconduct of your own. |
| Deliberately false allegations | Good faith is not required, but deliberately false allegations may be gross misconduct, and bad faith can cut compensation by up to 25%. |
| Media disclosures that skip the steps | Without the s.43G or s.43H conditions, a disclosure to the press is not protected. |
The single most common trap in policing is the evidence point. If you suspect wrongdoing, report what you already know through a protected route. Do not search systems, copy files or record colleagues to build a case without advice. Unauthorised access can be a breach of the Confidentiality standard and, in some cases, an offence, and whistleblowing law does not cover it.
If someone raises a concern with you: for supervisors
Supervisors are often the first people to hear a concern, and how they respond matters legally as well as practically. Section 47B(1A) gives a worker the right not to be subjected to detriment by another worker of the same employer, acting in the course of their employment, because they made a protected disclosure. The detriment is treated as also done by the employer, whether or not the employer knew or approved (sections 47B(1B) and (1C)). The employer has a defence only if it took all reasonable steps to prevent it (section 47B(1D)). A colleague who acts in reasonable reliance on a statement by the employer that what they are doing is lawful is not personally liable (section 47B(1E)), which implies that, otherwise, individuals can be.
Practical steps (our suggestions, consistent with the law above and the Code of Ethics guidance):
- Thank the person, take it seriously and write down what you were told, when, and what you agreed to do.
- Follow your force's reporting procedure: usually Professional Standards or the counter corruption unit. Do not investigate it yourself unless told to.
- Keep their identity to those who need to know.
- Do not change their duties, postings, overtime or appraisal in a way that could look linked to the report without HR or PSD advice.
- Watch for colleagues freezing them out, and act on it: the Code of Ethics guidance says not to tolerate victimisation or disadvantageous treatment of anyone who reports.
- Check in on their wellbeing and signpost support.
Protecting yourself after you report
- Keep a dated log of anything that changes: duties, shifts, postings, overtime, courses, appraisal comments, comments from colleagues, being left out of briefings.
- Keep copies of your disclosure, acknowledgements and replies, in a place you are entitled to use.
- Do not discuss the detail widely. Talking to your rep, a lawyer or Protect is fine. Gossip can undermine an investigation and your own position.
- Raise detriment promptly, in writing, with your manager, HR or PSD, and say you believe it is linked to your disclosure.
- Watch the six-month limit from each act, and remember Acas early conciliation comes first.
- If a conduct or performance process starts against you soon after you report, tell your Federation rep or union at once and give them your log. It may be legitimate, but timing can be evidence. See your rights under investigation.
Time limits for tribunal claims
| Claim | Act or dismissal before 1 October 2026 | On or after 1 October 2026 |
|---|---|---|
| Detriment (s.47B, via s.48) | 3 months from the act, or the last in a series | 6 months from the act, or the last in a series |
| Automatic unfair dismissal (s.103A, via s.111) | 3 months from the effective date of termination | 6 months from the effective date of termination |
| Interim relief (s.128) | 7 days from the effective date of termination | 7 days from the effective date of termination |
Before a claim can be lodged you normally have to contact Acas for early conciliation, which can pause the clock. Do not wait for an internal process to finish before checking your deadline: internal grievances and appeals do not stop time running.
Worked example: working out your deadline
Time limits run for "six months beginning with" (or "three months beginning with") the date of the act. In practice that means the deadline is the day before the same date six (or three) months later. These examples ignore the extra time early conciliation can add, so use them as the latest safe date to contact Acas, not as a target.
| What happened | Date of the act | Limit | Last day, before early conciliation |
|---|---|---|---|
| Removed from a specialist team after reporting a colleague | 20 September 2026 | 3 months (act before 1 October 2026) | 19 December 2026 |
| Refused a transfer after reporting a supervisor | 15 January 2027 | 6 months (act on or after 1 October 2026) | 14 July 2027 |
If the bad treatment is a series of similar acts, time usually runs from the last one. Do not rely on that without advice: tribunals look closely at whether acts really form a series.
Gagging clauses and non-disclosure agreements
- Section 43J makes any term in an agreement void so far as it purports to stop you making a protected disclosure. That includes settlement agreements.
- Victims and Prisoners Act 2024, section 17 (fully in force from 1 October 2025): a non-disclosure term is void so far as it stops a victim of crime, or someone who reasonably believes they are one, disclosing to the police, lawyers, regulated professionals, victim support services and certain others.
- Employment Rights Act 2025, section 24 will add a wider rule voiding terms that stop workers disclosing harassment or discrimination, but on legislation.gov.uk it is only in force for limited purposes. We do not treat it as live yet.
What official reviews found about speaking up
Two major reviews looked at how reports are received in policing:
- HMICFRS (November 2022), in its inspection of vetting, misconduct and misogyny, found that all officers and staff it spoke to were aware of their responsibility to report wrongdoing, and that most knew their force's confidential reporting system. In its survey of 11,277 officers, staff and volunteers, over 90 percent said they knew how to report the behaviours it asked about, but only 28 percent of women and 35 percent of men who had reported were satisfied with the outcome.
- The Baroness Casey Review of the Met (March 2023) found that "speaking up is not welcome" and that those who speak up can face adverse consequences.
That is why the practical steps below focus on keeping records, getting advice early and choosing the route carefully. It is not a reason to stay silent: the duty to report remains.
Step by step: how to raise a concern
- If someone is at immediate risk, act now. A crime in progress or a risk to life is an operational matter first.
- Write down what you know. Dates, times, who was there, what you saw or heard, and what records exist. Keep it factual. Keep it somewhere secure that you are entitled to use.
- Get advice early. Protect (0203 117 2520), your Federation or union, or a solicitor. Advice from a lawyer is a protected route in itself.
- Choose the route. Usually your force first: a supervisor you trust, Professional Standards, or the confidential line. If the concern involves senior leaders, or you fear a cover-up, the IOPC as a prescribed person.
- Put it in writing and say it is a protected disclosure. Use the categories: "I believe this shows a criminal offence / a breach of a legal obligation / sexual harassment."
- Keep a copy and note who you sent it to and when.
- Record what happens next. Any change in how you are treated, with dates. This is the evidence of detriment if you need it.
- Watch the time limit. Six months from any detriment on or after 1 October 2026, starting with Acas early conciliation.
- Look after yourself. Reporting can be isolating. Use the support services below.
"I am making a protected disclosure under Part IVA of the Employment Rights Act 1996. I reasonably believe the following information is in the public interest and tends to show [a criminal offence / a breach of a legal obligation / a danger to health or safety / sexual harassment]: [facts, dates, people]. I am raising it with you as [my employer / a prescribed person]. Please confirm receipt and tell me how my identity will be protected."
Four scenarios
This is likely to show a criminal offence and a breach of a legal obligation. Report it to Professional Standards or through the confidential line, in writing. You have a duty to report under the Standards, and the report is protected.
From 6 April 2026 sexual harassment is its own category. The move may be a detriment. Record it, raise a grievance if appropriate, and check the six-month time limit with Acas and your union.
Reporting internally may feel pointless. The IOPC (for conduct) and the Information Commission (for data protection) are prescribed persons, and your MP is too. Get advice before going wider.
This is usually a personal grievance, not a public interest disclosure. Use the grievance route instead. If the refusal is part of a wider unlawful practice affecting many officers, the public interest test may be met: take advice.
Checklist before you report
- ☐ I have written down the facts, with dates, without taking anything I am not entitled to.
- ☐ I can say which category (crime, legal obligation, safety, sexual harassment and so on) it falls under.
- ☐ I believe it is in the public interest, not only about me.
- ☐ I have spoken to Protect, my Federation or union, or a solicitor.
- ☐ I have chosen the route: force, confidential line, IOPC or MP.
- ☐ I will put it in writing and call it a protected disclosure.
- ☐ I will keep a dated log of anything that changes afterwards.
- ☐ I know the time limit and that Acas early conciliation comes first.
What people get wrong
| Myth | What the law says |
|---|---|
| "Officers cannot use whistleblowing law because they are not employees." | Section 43KA has treated constables as employees for this purpose since 1 April 2004. |
| "HMICFRS is where officers blow the whistle." | HMICFRS is not in the prescribed persons order. The IOPC is. |
| "There is a College of Policing integrity line." | We found none. Forces use their own confidential lines or the Crimestoppers Police Integrity Line. |
| "The IOPC will investigate whatever I report." | It does not have to. It acts within its Police Reform Act powers and needs your written consent to pass details to your force. |
| "I must be acting in good faith to be protected." | Not since 2013. Bad faith can only reduce compensation. |
| "I have three months to claim." | For acts or dismissals on or after 1 October 2026, it is six months. |
| "Officers can never claim unfair dismissal." | They cannot for ordinary unfair dismissal, but section 200 keeps the whistleblowing dismissal claim open to them. |
| "An anonymous report gives me the strongest protection." | It protects your identity. But if nobody knows you made the report, it is harder to link later treatment to it. |
Where to get advice and support
- Protect, the whistleblowing charity: free and confidential advice on 0203 117 2520 (Monday, Tuesday and Thursday 9.30am to 1pm and 2pm to 5.30pm; Wednesday and Friday 9.30am to 1pm, as listed when we checked). It cannot review documents, act for you in a claim or investigate.
- Police Federation branch for officers up to chief inspector; the Superintendents' Association for superintendents. See Federation representation and legal support.
- UNISON or your union for police staff. See police staff unions.
- Oscar Kilo, Police Care UK and Samaritans if the stress is building (details below). We have no partnership with any of these organisations.
Scotland and Northern Ireland
- Scotland: the Employment Rights Act whistleblowing provisions, including section 43KA, extend to Scotland. In Brown v Chief Constable of the Police Service of Scotland an employment tribunal found an officer's disclosures were protected (the claim failed because no detriment was found on those grounds). Since 25 June 2025 the Police Investigations and Review Commissioner has a role in reviewing how the Scottish Police Authority and the chief constable handle whistleblowing complaints. The PIRC is not a prescribed person under the 2014 Order. Scottish officers are covered by the Police Service of Scotland conduct regulations, not the 2020 England and Wales regulations.
- Northern Ireland: a separate law applies. Article 67KA of the Employment Rights (Northern Ireland) Order 1996, in force since 15 December 2004, treats a PSNI constable as employed by the Chief Constable for whistleblowing purposes. Prescribed persons and time limits differ; check Northern Ireland sources.
What we could not verify
- Each force's internal line. We did not confirm which forces currently use the Crimestoppers Police Integrity Line, or the names of force-run lines, beyond the examples given.
- Whether the new NDA rule (ERA 2025 s.24) will cover officers. Officers are office holders and section 43KA does not mention the new section; we found nothing on this.
- Acas early conciliation details. Section 18A of the Employment Tribunals Act 1996 requires you to give Acas prescribed information before most claims. We describe the process in general terms only; check Acas for how it works for your claim.
- A recent national figure on officers' confidence to report. We did not find a current survey figure from a primary source.
- Northern Ireland prescribed persons. Not checked in detail.
- Whether every designated staff role falls within the police exception in section 200. Not checked; staff are in any case covered as employees.
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Frequently Asked Questions
Are police officers protected by whistleblowing law?
Yes. Police officers are office holders, not employees, but section 43KA of the Employment Rights Act 1996 treats a constable as an employee of the chief officer for the whistleblowing provisions. It has applied since 1 April 2004. Police staff are employees and are covered in the normal way.
What counts as a protected disclosure?
A disclosure of information that you reasonably believe is in the public interest and tends to show a criminal offence, a breach of a legal obligation, a miscarriage of justice, danger to health or safety, sexual harassment (from 6 April 2026), environmental damage, or a cover-up of any of these. It must also be made to the right person in the right way.
Is reporting a colleague's misconduct a protected disclosure?
Often, yes. Home Office statutory guidance says reporting a breach of the Standards of Professional Behaviour should be considered a qualifying disclosure as a failure to comply with a legal obligation. Regulation 2(5) of the Police (Conduct) Regulations 2020 says making a protected disclosure is not a breach of the Standards.
Is the IOPC a prescribed person for police whistleblowing?
Yes. The Public Interest Disclosure (Prescribed Persons) Order 2014 lists the Director General of the Independent Office for Police Conduct for matters relating to the conduct of a person serving with the police. HMICFRS is not listed. The IOPC runs a Report Line for officers and staff.
Does the IOPC have to investigate my whistleblowing report?
No. The IOPC's Report Line FAQ says its only powers are those in the Police Reform Act 2002 and that whether a disclosure is a qualifying one is for an employment tribunal. A specific IOPC power to investigate whistle-blower concerns exists in the 2002 Act but is not in force. The IOPC passes information to your force only with your written consent or in exceptional cases.
Can I report police wrongdoing anonymously?
Yes. Many forces use the Crimestoppers-run Police Integrity Line for officers and staff, which Crimestoppers says offers a 100% guarantee of anonymity, and some have their own confidential lines. Anonymity protects your identity, but it can make it harder later to show you were treated badly because of your report.
Can a police officer be sacked for whistleblowing?
Dismissal because of a protected disclosure is automatically unfair. Section 200 of the Employment Rights Act generally excludes police officers from unfair dismissal claims, but it makes an exception for section 103A, the whistleblowing dismissal rule. There is no qualifying period and no cap on compensation for that claim.
How long do I have to bring a whistleblowing claim?
For a detriment, six months from the act (or the last in a series) if it happened on or after 1 October 2026; three months if before. For dismissal, six months from the effective date of termination on or after 1 October 2026. Early conciliation through Acas normally comes first. Get advice quickly.
Does my disclosure have to be made in good faith?
No. Good faith stopped being a condition of protection in 2013, and Home Office guidance confirms a disclosure is not required to be made in good faith. But a tribunal can reduce compensation by up to 25% if it was not, and deliberately false allegations may amount to gross misconduct.
Can I go to the press about police wrongdoing?
Only in narrow circumstances. A wider disclosure, such as to the media, is protected only if extra conditions in section 43G or 43H are met, including that the information is substantially true, not for personal gain and reasonable to disclose. Home Office guidance says media disclosure should be a last resort. Get advice from Protect or a lawyer first.
Can a settlement agreement stop me whistleblowing?
No. Section 43J makes any term void so far as it would stop you making a protected disclosure. Separately, since 1 October 2025 the Victims and Prisoners Act 2024 makes terms void so far as they stop a victim of crime reporting to the police, lawyers and other listed bodies.
Does whistleblowing protect me if I was involved in the wrongdoing?
Not from the consequences of your own conduct. Home Office guidance says a whistleblower has no immunity for separate misconduct of their own. The protection is against being treated badly because you made the disclosure.
Who gives free whistleblowing advice?
Protect, the whistleblowing charity, runs a free and confidential advice line on 0203 117 2520. Officers can also go to their Police Federation branch and staff to their union. Advice from a lawyer in the course of getting legal advice is itself a protected route.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 14 October 2026. Rules and figures change, so check the source for the date you are reading this. Where we could not confirm something from an official or independent source, the page says so rather than guessing. Spotted something out of date? See our corrections policy.
- Employment Rights Act 1996, section 43KA (police officers), latest revised text : constable treated as employee of the chief officer for Part IVA, s.47B and s.103A; inserted by Police Reform Act 2002 s.37 from 1 April 2004 (accessed 14 October 2026)
- Employment Rights Act 1996, section 43B (disclosures qualifying for protection) : public interest test (from 25 June 2013); seven categories including sexual harassment (s.43B(1)(da), from 6 April 2026); offence and legal privilege exclusions (accessed 14 October 2026)
- Employment Rights Act 1996, sections 43C to 43H and 43J : employer, legal adviser, Minister, prescribed person, wider and exceptionally serious disclosures; gagging clauses void (accessed 14 October 2026)
- Employment Rights Act 1996, sections 47B, 48, 49, 103A, 108, 111, 124, 128 and 200 : detriment including by co-workers; burden on employer; six-month limit from 1 October 2026; compensation and the 25% good faith reduction; automatic unfair dismissal; no qualifying period or cap; interim relief; police exception in s.200 (accessed 14 October 2026)
- The Employment Rights Act 2025 (Commencement No. 4 and Transitional Provisions) Regulations 2026 (SI 2026/954) : six-month time limits from 1 October 2026; not applied where the relevant date is before that day (accessed 14 October 2026)
- Public Interest Disclosure (Prescribed Persons) Order 2014 (SI 2014/2418), Schedule, revised text : Director General of the IOPC; Police and Crime Panels; elected local policing bodies (narrow remit); MPs; NCA; HSE; Information Commission. No HMICFRS entry (accessed 14 October 2026)
- GOV.UK: Whistleblowing, list of prescribed people and bodies (updated 15 September 2026) : IOPC entry and contact details (accessed 14 October 2026)
- IOPC: Report Line FAQs (updated February 2026, PDF) : whistleblowing line for officers and staff; register of disclosures; tribunal decides qualifying status; no duty to investigate; written consent before passing to force; reports in writing (accessed 14 October 2026)
- IOPC: Information for police : Report Line 08458 770061, Monday to Friday 10am to 4pm, voicemail out of hours, call charges (accessed 14 October 2026)
- The Police (Conduct) Regulations 2020, regulation 2(5) and Schedule 2 (latest revised text) : a protected disclosure is not a breach of the Standards; Challenging and Reporting Improper Conduct; Confidentiality (accessed 14 October 2026)
- Home Office: Statutory guidance on professional standards, performance and integrity in policing (version 1.0, 5 February 2020), chapter 3 : duty to report; breaches of Standards as qualifying disclosures; media as last resort; false allegations; good faith not required; no immunity for own misconduct (accessed 14 October 2026)
- College of Policing: Code of Ethics guidance (first published 24 January 2024) : positive obligation to challenge or report; force confidential reporting lines; legal protection for whistleblowers; no victimisation of those who report (accessed 14 October 2026)
- Police Reform Act 2002, sections 12 and 29 (latest revised text) : complaint means dissatisfaction by or on behalf of a member of the public; conduct matter definition; s.29(4) excludes people under the same chief officer (accessed 14 October 2026)
- Police Reform Act 2002, section 29D (Part 2B, whistle-blowing investigations) : inserted by the Policing and Crime Act 2017 for specified purposes only; flagged prospective (accessed 14 October 2026)
- Crimestoppers: What does Crimestoppers do to help the police? and the Police Anti-Corruption and Abuse Reporting Service : Police Integrity Line for officers and civilian staff, 100% anonymity guarantee; public-facing service on 0800 085 0000 (accessed 14 October 2026)
- Devon and Cornwall Police: national launch of the Police Anti-Corruption and Abuse Reporting Service : national launch 14 March 2024 after a Met pilot (accessed 14 October 2026)
- GOV.UK: CNC partners with Crimestoppers to strengthen anonymous reporting (1 September 2025) : 24/7 anonymous Police Integrity Line for officers and staff, 0800 111 4444; replaces SafeCall; aligns the CNC with most other Home Office forces (accessed 14 October 2026)
- GOV.UK: MDP launch new anonymous reporting line for officers and staff : Crimestoppers operator records the information and passes it to Professional Standards (accessed 14 October 2026)
- Baroness Casey Review, final report (March 2023) : speaking up not welcome; adverse consequences; internal Crimestoppers Police Integrity Line (accessed 14 October 2026)
- HMICFRS: An inspection of vetting, misconduct, and misogyny in the police service (November 2022) : officers and staff aware of the duty to report; survey of 11,277 respondents; over 90 percent knew how to report; 28 percent of women and 35 percent of men satisfied with the outcome (accessed 14 October 2026)
- Employment Tribunals Act 1996, section 18A (early conciliation) : prescribed information must be given to Acas before presenting most claims (accessed 14 October 2026)
- Victims and Prisoners Act 2024, section 17 : non-disclosure terms void so far as they stop victims reporting to listed persons; fully in force 1 October 2025 (accessed 14 October 2026)
- Employment tribunal: Brown v Chief Constable of the Police Service of Scotland (4109600/2014) : disclosures found protected, but no detriment on those grounds; claim dismissed (accessed 14 October 2026)
- Police (Ethics, Conduct and Scrutiny) (Scotland) Act 2025, section 16 : PIRC role on arrangements for investigating whistleblowing complaints; in force 25 June 2025 (accessed 14 October 2026)
- Employment Rights (Northern Ireland) Order 1996, article 67KA : Northern Ireland equivalent for constables; in force 15 December 2004 (accessed 14 October 2026)
- Protect: whistleblowing advice line : free and confidential advice on 0203 117 2520; opening hours; what it cannot do (accessed 14 October 2026)
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