Whistleblowing vs Grievance: What's the Difference?

Whistleblowing vs grievance: the difference

A grievance is generally a personal complaint about an employee's own employment situation. A whistleblowing concern is generally about wrongdoing that affects others and is in the public interest.

This distinction is the key difference, though the two can sometimes overlap.

This guide explains the difference between whistleblowing and a grievance, why it matters, and what organisations should do when a concern could be either.

This guide is for informational purposes only and does not constitute legal advice. Organisations and individuals should consult qualified legal professionals about their specific circumstances.

Whistleblowing vs grievance at a glance

This is a general guide. The classification of a concern depends on the substance and circumstances, not just what the reporter calls it.

What is whistleblowing?

Whistleblowing is when a worker reports certain types of wrongdoing in the public interest. The legal term is a "protected disclosure."

For a disclosure to qualify, the worker must reasonably believe:

• The wrongdoing is one of the specified types (criminal offence, breach of legal obligation, miscarriage of justice, danger to health and safety, environmental damage, sexual harassment, or concealment)
• It is in the public interest (it affects others, not just the worker)
• It is made through the appropriate channels

For a full explanation, see our main guide: What Is Whistleblowing? Meaning, Examples and UK Law.

What is a workplace grievance?

A grievance is any concern, problem, or complaint an employee raises with their employer about their own employment situation.

Grievances are usually about personal matters rather than wider wrongdoing. Common examples include:

• Pay and working conditions – not being paid correctly or agreeing to shift patterns
• Terms of employment – disputes about workplace rules or contracts
• Unfair treatment – being treated differently or unfairly compared to colleagues
• Bullying and harassment – of the individual by a manager or colleague
• Interpersonal disputes – disagreements with a colleague or manager

Some grievances are formal and require investigation under the ACAS code of practice. Others can be resolved informally.

The main difference between whistleblowing and a grievance

The difference comes down to:

• Whether the concern is about wider wrongdoing
• Whether the concern is in the public interest
• Whether it affects others or just the worker

Whistleblowing is about wrongdoing in the public interest

The person raising a concern is usually a witness and may have no direct personal involvement in the wrongdoing. They are telling management about risks they have identified. These concerns usually affect other people. They are not only about matters that have a personal effect on the person raising the concern.

Grievance is about personal employment

When a person raises a grievance, this relates to their own employment situation, employment rights, or how they have been treated.

The classification test

The test for whether a concern is whistleblowing or a grievance is not simply what the reporter calls it. It depends on the substance:

• Does the concern show wrongdoing of a specified type?
• Is it in the public interest?

If the answer to both questions is yes, it may be whistleblowing. If the concern is personal, it is more likely to be a grievance.

Examples: grievance or whistleblowing?

My manager repeatedly changes my shifts unfairly

This is likely a grievance. It is a personal employment issue about working conditions. Unless it also reveals wider wrongdoing (for example, if unsafe practices are being covered up), it is not whistleblowing.

My manager is falsifying mandatory safety records

This is likely whistleblowing. It involves deliberate concealment of health and safety risks, which affects others (colleagues, customers, the public). The reporter has no direct personal interest other than witnessing the wrongdoing.

I disagree with my performance review

This is likely a grievance. It is a personal employment matter about performance assessment and promotion.

Financial records appear to be deliberately manipulated

This is likely whistleblowing. It involves a criminal offence (fraud). The concern is about wrongdoing that affects the organisation and possibly the public.

I am being bullied by my manager

This is likely a grievance. Bullying of an individual is a personal matter involving their employment and well-being. However, the Employment Rights Act 2025 has added sexual harassment to the list of qualifying disclosures for whistleblowing, so if the bullying involves sexual harassment, it may also be whistleblowing.

Several employees are being subjected to unlawful conduct

This may be whistleblowing. If the conduct affects multiple people and is in the public interest (for example, widespread sexual harassment or systemic discrimination), it may qualify. The key is whether it affects only the individual or is a pattern of wrongdoing.

Important qualification

These examples are not definitive legal determinations. The actual classification depends on the facts and the worker's reasonable belief. If you are unsure, seek professional legal advice.

Can the same concern be both?

Yes. Sometimes a concern contains both whistleblowing and grievance elements.

For example:

• An employee is being bullied (grievance). The bullying is part of a wider pattern of misconduct that management is covering up (whistleblowing).
• An employee's pay is incorrect (grievance). The incorrect pay is caused by a wider fraud (whistleblowing).
• An employee is being subjected to sexual harassment (grievance). The organisation is failing to address sexual harassment across the business (whistleblowing).

What organisations should do

When a concern has both elements, organisations should:

• Assess the substance – not just the label the reporter uses
• Handle both aspects – address the personal grievance and investigate the wider wrongdoing
• Restrict access appropriately – ensure that whistleblowing elements are handled confidentially
• Document decisions – record why the concern was classified in a particular way
• Ask the reporter – what they want to achieve: personal resolution or addressing wrongdoing

If a concern of public interest is raised through a grievance procedure, the organisation must ask the person if they want the concern raised through whistleblowing procedures, with the legal protections they provide.

Does it matter which process an employer uses?

Yes. Correct triage matters for several reasons.

Appropriate handling

Whistleblowing concerns require specific handling:

• Confidentiality – protecting the reporter's identity
• Wider investigation – not just a local resolution
• Record keeping – audit trails and case documentation

Grievances are generally handled by HR or management, with a focus on resolving the personal issue. Whistleblowing may need to be escalated more widely, sometimes to a different team or external regulators.

Legal considerations

• If a concern is whistleblowing but is handled only as a grievance, the reporter's legal protection may be affected
• Correct classification ensures the reporter gets the protection they are entitled to
• If a concern involves a serious risk to health and safety or sexual harassment, the organisation may have a duty to act regardless of how it is classified

Potential consequences

If a worker reasonably believes they are raising a whistleblowing concern, and the organisation fails to handle it properly, the organisation may be exposed to:

• Employment tribunal claims
• Regulatory action
• Reputational damage

What should an employee do if they aren't sure?

If you are unsure whether your concern is whistleblowing or a grievance:

• Read your organisation's policies – most workplaces have separate grievance and whistleblowing policies
• Speak to a trusted manager or HR – explain the concern and ask for guidance
• Seek independent advice – organisations like Protect offer free, confidential legal advice on whistleblowing law
• Raise your concern anyway – even if you are unsure, report it. The organisation should assess the substance and handle it appropriately

Remember that a concern can be both whistleblowing and a grievance. Don't be afraid to raise a concern just because it also has personal elements.

ACAS guidance

ACAS offers confidential advice on all aspects of employment law, including whistleblowing. Their guidance helps workers understand the difference between a grievance and whistleblowing.

What should employers do when a concern could be either?

Organisations receiving a concern that could be whistleblowing or a grievance should:

1. Don't rely solely on the label

The reporter may not know the technical difference between whistleblowing and grievance. It is the organisation's responsibility to assess the substance of the concern.

2. Assess the substance

• Does the concern show wrongdoing of a specified type (criminal offence, health and safety, etc.)?
• Is it in the public interest (affects others)?

If yes, it may be whistleblowing regardless of what the reporter calls it.

3. Restrict access appropriately

If the concern is whistleblowing, restrict access to only those who need to handle it. This protects the reporter's identity and the investigation.

4. Document decisions

Record why the concern was classified as whistleblowing or grievance. This is important for audit trails and regulatory compliance.

5. Handle both aspects

If the concern contains both whistleblowing and grievance elements, handle both. Don't ignore the whistleblowing element just because it also looks like a grievance.

6. Ask the reporter

Find out what outcome the reporter wants. A solution for them personally (grievance) or a solution for the organisation or public (whistleblowing). This can help with classification.

7. Escalate appropriately

If the concern is potentially serious, escalate it beyond line management—for example, to a whistleblowing officer, compliance team, or senior leader.

For organisations managing multiple concerns, a dedicated whistleblowing platform like Disclosurely can help ensure correct handling and secure audit trails.

Whistleblowing vs grievance FAQs

Is whistleblowing the same as a grievance?

No. Whistleblowing is about reporting wrongdoing that affects others (public interest). A grievance is a personal complaint about an employee's own employment situation.

Can a grievance become whistleblowing?

A grievance can contain whistleblowing elements if the personal complaint reveals wider wrongdoing that affects others. In that case, the organisation should handle both aspects.

Is bullying a grievance or whistleblowing?

Usually a grievance, as it affects the individual rather than the public interest. However, if the bullying is part of a wider pattern and involves sexual harassment or is covered up by management, it may also be whistleblowing.

Is harassment whistleblowing?

Sexual harassment is now specifically included as a type of qualifying disclosure under whistleblowing law. Other forms of harassment of an individual are usually grievances.

Can I raise a grievance and whistleblow at the same time?

Yes. If a concern has both personal and public-interest elements, you can raise both. The organisation should handle both aspects separately.

Does whistleblowing have to be in the public interest?

Yes, for legal protection in the UK. A worker must reasonably believe the disclosure is in the public interest. This generally means the wrongdoing affects others, not just the worker.

Should employers investigate whistleblowing differently?

Yes. Whistleblowing concerns often require greater confidentiality, a wider scope of investigation, and proper audit trails to protect both the reporter and the integrity of the investigation.

A clear whistleblowing policy helps organisations explain how workers should raise concerns, when grievance routes apply, and how reports will be handled.

Sources

• GOV.UK – Whistleblowing: for prescribed persons
• GOV.UK – Whistleblowing guidance for employers
• Independent National Whistleblowing Officer – The difference between a grievance and a concern
• House of Commons Library – Protections for whistleblowing and non-disclosure agreements
• Rocket Lawyer – Employee grievances and raising grievances

This guide is for informational purposes only and does not constitute legal advice. Organisations and individuals should consult qualified legal professionals about their specific circumstances.