A new report from whistleblowing service provider Safecall reveals a troubling disconnect between employees witnessing workplace malpractice and taking action to report it with trust, culture, and fear of retaliation emerging as key barriers.

According to the research, more than two in five UK employees (41%) have witnessed unfair treatment in the workplace. Yet less than a quarter (23%) reported it — the widest reporting gap across all categories of workplace wrongdoing.

The data shows that although employees are increasingly aware of misconduct, from discrimination to safety violations, most still choose silence over speaking up, even when serious issues are at stake.

 
Reporting Remains the Exception, Not the Rule

The research highlights a systemic issue in workplace culture: witnessing malpractice does not reliably lead to action. Despite fewer employees reporting exposure to bullying (35%) than unfair treatment (41%), a slightly higher percentage (24%) have reported it.

Similarly, unsafe working practices, seen by 35% of employees, are the most likely to be reported, with 23% raising the alarm representing 72% of those who witnessed such practices. However, this still leaves more than a quarter choosing not to report serious safety concerns.

Bribery, meanwhile, is the least likely to be reported, with only 7% of employees raising concerns, less than half (47%) of those who have witnessed it.

 
“The Gap Is Symptomatic of Broken Systems”

Joanna Lewis, Managing Director at Safecall, says the findings should be a wake-up call to leaders.

“It is clear that there are significant reporting gaps between witnessing workplace wrongdoing and actually reporting it - something which should be a serious concern to business leaders."

“The gap is more than just a data point, it is symptomatic of a lack of trust in systems which are fundamentally broken. It’s not just a case of ensuring compliance; it is about creating safe, inclusive working environments where employees feel protected as opposed to unsupported and vulnerable.”

She warns that the failure to address this problem goes beyond compliance and regulation, it affects the human and commercial health of organisations.

“Failing to address this leaves employees scared to report malpractice, and sets a dangerous precedent which will harm businesses both in terms of reputation and their bottom line.

When employees feel empowered to speak up, it strengthens trust, protects reputation, and drives long-term performance. But when they don’t, the risks, both human and organisational, are too great to ignore.”
 
What Should Employers Do Now?

Experts suggest that addressing the whistleblowing gap requires more than policies and anonymous hotlines. It demands a cultural shift, one that puts psychological safety, accountability, and trust at the centre of organisational life.

Investing in training, ensuring confidential reporting systems are effective and trusted, and empowering leadership at all levels to respond constructively to concerns are essential steps forward.

Because when employees feel safe to speak up the whole organisation stands to benefit.