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Whistleblowing Hotline & Speak Up Service

Help people speak up safely, confidently, and without fear of being ignored.

Unlike many reporting services, callers to our hotline speak directly with experienced HR professionals. Sometimes people know exactly what they want to report. Sometimes they simply need somewhere independent to talk through a situation that doesn’t feel right.

Our role is to listen, understand concerns and help people explore their options in a safe and supportive environment.

Real People, Real Conversations.

Most workplace issues don’t begin as formal complaints.

A person may witness inappropriate behaviour or experience bullying. They may hear something worrying, or feel uncomfortable about a situation. And if this happens they may be unsure who to talk to. There is often a worry about damaging workplace relationships, being known as a troublemaker, or not being taken seriously.

When people aren’t comfortable raising concerns through normal channels, problems can remain hidden for months. They often become more serious.

Tell Jane’s anonymous whistleblowing hotline is an independent way for employees to raise concerns and report behaviour that does not align with your organisation’s values.

Your employees feel heard while helping you identify concerns before they escalate.

Our independent hotline is ideal for organisations committed to a workplace where employees feel safe, supported, and confident speaking up.

Free guide

Speak up culture guide

A Safe Space to Speak Up

Building a reporting process is only one part of the solution.

This guide explores how organisations can create an environment where people feel safe, supported, and confident raising concerns. It provides practical advice on building trust, encouraging open communication, and preventing issues from escalating.

Download the Speak Up Culture Guide

What we do

More Than a
Whistleblowing
Hotline

Tell Jane’s whistleblowing service also acts as a dedicated speak up service. People often contact the service because they need an independent place to discuss behaviour, workplace concerns, or situations that do not feel right.

And by giving people somewhere safe to turn, you can identify concerns early and respond.

What Is a Whistleblowing Hotline?

A whistleblowing hotline is an independent reporting channel that allows employees to raise concerns outside their usual management structure.

The service provides a confidential and professional route for reporting concerns that employees may not feel comfortable discussing with a manager, colleague, or internal HR team.
Employees can choose to make reports anonymously where appropriate or provide their details if they would like follow-up communication and support.

Every concern is handled sensitively, professionally, and with respect for the individual raising it.

Tell Jane don’t just resolve issues, they help you understand them. Their approach is calm, rigorous and deeply human, turning challenging situations into an opportunity for real cultural change.

Jessica Bacon, 
CEO, Swineford Media

How It Works

How It Works

Every caller to the Tell Jane whistleblowing hotline has access to an experienced HR professional. They can raise concerns, report incidents, seek advice, or discuss situations that may be affecting them at work.

Employees can choose to raise concerns anonymously or confidentially, depending on the circumstances.

Where a person reports a concern, we share relevant information with your organisation. It’s done in a way that protects anonymity wherever possible. It allows you to take appropriate action.

Throughout the process, a dedicated Tell Jane advisor is there for support. They’ll assist with communication, provide guidance, and help you respond.

The goal is to identify concerns early, giving organisations the opportunity to address issues before they escalate into formal grievances, investigations or wider workplace problems.

Find out more

Removing Barriers

Why Employees Don’t Always Speak Up

Many organisations already have reporting processes in place, yet concerns still go unreported.

Employees worry about how their concern will be received. They worry about being believed, the impact on relationships and confidentiality. There is a huge concern over possible repercussions after raising an issue.

For some employees, having access to an independent speak up service creates the confidence needed to come forward.
An independent reporting channel removes the barriers that stop people raising concerns internally.

Creating a culture where people feel safe to speak up is one of the most effective ways to identify problems early and build trust.

Anonymous Employee Reporting and Confidentiality

Tell Jane’s whistleblowing hotline supports both anonymous employee reporting and confidential reporting. Employees can remain anonymous if they do not want their identity disclosed.

Anonymous employee reporting can be vital where workplace relationships, seniority, or possible repercussions are an issue.
Others may feel comfortable sharing their details. But they still might want their concerns handled confidentially.

Tell Jane advisers always handle anonymity and confidentiality with seriousness. However, where serious concerns are raised, we know that organisations have a responsibility to act.

For example, concerns relating to bullying, harassment, discrimination, safeguarding, health and safety, or serious misconduct may need investigation or intervention.

Concerns cannot be ignored or hidden if there is a risk of further harm. In this way we help protect employees and the organisation. But also ensuring concerns are managed appropriately.

What Can Employees Report?

Employees use a whistleblowing service to raise a wide range of concerns, including bullying, harassment, sexual harassment, discrimination and safeguarding concerns. They might raise health and safety risks, unethical conduct, fraud, misconduct, breaches of policy, and other inappropriate workplace behaviour.

Sometimes people need a safe place to discuss what they have experienced, seen, or are concerned about.

Building Trust Through Independent Reporting

People are more likely to raise concerns when they believe they will be listened to, treated fairly, and supported throughout the process.

Tell Jane’s whistleblowing hotline is not just a reporting mechanism. It helps organisations build trust, strengthen employee voice, and shows it’s a culture where a person can raise concerns.

Your organisation gets valuable insight into employee experiences and emerging risks that may otherwise go unnoticed. You move from reacting to problems to preventing them.

Because identifying concerns earlier, reduces the risk of issues escalating. It demonstrates a commitment to employee wellbeing. You can respond to issues before they affect morale, performance, reputation, or relationships.

Free guide

Employee voice checklist

How Strong Is Your Employee Voice?

A practical self-assessment tool for HR leaders, managers, and people teams to understand how well employees can raise concerns.

The checklist explores areas such as psychological safety, feedback mechanisms, trust, and cultural warning signs. It helps organisations identify opportunities for improvement and strengthen employee voice.

Download the Employee Voice Checklist

Care and Respect

What Organisations Gain From a Managed Reporting Service

Organisations using our whistleblowing service can address inappropriate workplace behaviour before it escalates. You get access to our experienced HR professionals when sensitive situations arise.

It reduces the likelihood of formal grievances and complaints, builds trust and shows your commitment to accountability.

Identifying concerns early, puys you in a much stronger position to find a positive outcome for everyone involved.

Your dedicated Tell Jane advisor provides continuity and helps manage communication throughout.

Identifying concerns early, puys you in a much stronger position to find a positive outcome for everyone involved.

The Legal 
Framework

Whistleblowing protections in the UK are primarily governed by the Employment Rights Act 1996, which provides protection for workers who make qualifying disclosures in the public interest.

The legal landscape continues to evolve, including the extension of whistleblowing protections relating to sexual harassment concerns from April 2026.

While compliance is important, effective reporting services go beyond legal requirements. They help organisations create workplaces where people can raise concerns without fear.

Get in touch

Speak to Tell Jane

Tell Jane combines HR expertise with real-world experience handling sensitive workplace issues.

We have a reputation for handling sensitive and complex matters with empathy and practical guidance. And we understand that reporting concerns can feel daunting. That’s why our whistleblowing service is built on trust, confidentiality, clear communication, and positive outcomes

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FAQ’s

What is a whistleblowing hotline?

A whistleblowing hotline is an independent reporting service that allows employees to raise concerns confidentially or anonymously.

Can employees remain anonymous?

Employees can choose anonymous employee reporting if they do not want their identity disclosed.

What is the difference between anonymous and confidential reporting?

Anonymous reporting means the employee’s identity is not shared. Confidential reporting means the employee’s identity is known but handled sensitively. It’s only shared with the right people where necessary.

What happens after a concern is reported?

An experienced Tell Jane advisor reviews the concern. Where appropriate, we share information with the organisation so it can be addressed. Throughout, Tell Jane helps with communication, guidance and working towards an appropriate resolution.

What types of concerns can be reported?

Employees can report any wellbeing concerns. Often these relate to bullying, harassment, discrimination, sexual harassment or safeguarding. They also report health and safety, misconduct and unethical behaviour.

Is a whistleblowing service only for serious misconduct?

Employees often use our speak up service if they are unsure whether a concern needs escalating and want independent guidance.

Why use an independent whistleblowing service?

Employees are often more willing to raise concerns when reporting is managed independently. This independence from day-to-day management can be crucial in surfacing issues.