The government has published the UK anti-corruption strategy 2025, setting out a renewed focus on tackling corruption in the UK and UK interests overseas. Several aspects of the strategy are particularly relevant for employers. In particular, the government intends to explore incentives for whistleblowers and to review the UK’s approach to workplace whistleblowing by 2027.
The strategy builds on the 2017 to 2022 strategy and the commitments are grouped around three objectives:
- combatting corrupt actors and their funds in the UK and overseas;
- tackling vulnerabilities to corruption within the UK; and
- building global resilience to corruption.
Whistleblowing and the challenge of detecting corruption
The strategy recognises the inherent challenges in detecting corruption. Hidden offences are often difficult to distinguish from fraud or other types of economic crime and individuals may be unsure where to report concerns.
Against this backdrop, the strategy highlights whistleblowers as “one of the most effective assets in identifying wrongdoing”. Whistleblowers often witness misconduct from inside organisations and raise concerns before further harm occurs.
The strategy acknowledges concerns that the existing legal protections for whistleblowers may not be functioning as effectively as intended. It also acknowledges arguments for allowing regulators to offer financial rewards to corporate whistleblowers. Evidence from other jurisdictions suggests that incentive programmes can improve the quality of intelligence and support more effective enforcement.
The government’s proposed programme of work
The government has set out a programme of work it plans to deliver between now and 2027. The commitments most relevant to employers include:
- reviewing the current UK system for reporting potential corruption to improve accessibility and co-ordination, including alignment with existing economic crime referral systems;
- considering the findings of the Independent Review of Disclosure and Fraud Offences (part two), including the feasibility of financial incentive schemes and wider support for individuals reporting economic crime; and
- exploring opportunities to reform the UK’s approach to workplace whistleblowing.
What employers should do now
The strategy (which you can read in full here) indicates that the whistleblowing landscape may shift over the next two years and it will certainly be under active scrutiny. Employers should be alert to potential reforms and to the possibility of increased expectations. There are practical steps you can take in the meantime, including checking that reporting channels are easy to access and trusted, confirming internal triage and escalation routes, and ensuring investigations are properly documented and supported.
We will provide further updates as the review work progresses.
