Whistleblowing software your people can trust and your team can actually run

Whistleblowing software gives workers a secure channel to report wrongdoing without having to give their name, and gives the organisation one place to acknowledge, investigate and resolve those reports. Unlike an email address or a basic form, it supports two-way follow-up with anonymous reporters, assigns each case to an owner and keeps a record of what was done.

Not as a general rule. Government guidance says employers are not legally required to have a whistleblowing policy, although it recommends one. Workers who make protected disclosures are protected by law whether or not you have a policy, and some regulated firms, such as those covered by the FCA’s SYSC 18 rules, have specific requirements. If your group has entities in EU countries, local laws implementing the EU Whistleblowing Directive may apply to them, so take advice on each country.

No. Under UK law, a protected disclosure must be information the worker reasonably believes shows a specified type of wrongdoing, made in the public interest. Personal grievances, such as a dispute about your own pay or treatment, are usually handled under grievance or harassment policies unless the case is in the public interest. Since 6 April 2026, disclosures about sexual harassment can also qualify, but the public interest test still applies. Many organisations let people raise any concern through one confidential channel and have trained handlers decide which procedure applies.

Disclosurely does not ask reporters for a name, email address or account. Some technical information, such as browser details, may be recorded in activity logs, and anonymity can also be affected by what a report says, for example by describing an event only one person witnessed, so reporters should think about the details they include.

Where the Directive applies, it expects secure internal channels, acknowledgement within seven days, feedback within three months, an impartial person to follow up and confidentiality for the reporter. Disclosurely supports these with a secure portal, two-way messaging, case assignment, SLA policies, role-based access and an audit trail. Other requirements, such as offering oral reporting or a meeting on request, depend on your own arrangements and national law, so software alone does not make an organisation compliant.

Pro costs £39.99 per month or £399.90 per year, and the reporting channel is available to your whole workforce with no per-employee pricing. Enterprise is priced individually for organisations that need procurement support, multiple domains or custom contract terms.

Yes. Pro includes a 14-day free trial and you don’t need a credit card to start. Set up your reporting portal, submit a test report and work through a case before you decide.

There is nothing to install. You create an account, add your branding and report categories, invite the people who will handle cases, then share your portal link or QR code with employees. You can also connect a custom domain if you want the portal on your own web address.

Reports are usually handled by a small group in compliance, HR, legal or senior management who are trained, impartial and not involved in the matters reported. Disclosurely’s role-based access lets you limit each case to those people, and assignment makes it clear who is responsible.

A hotline or form captures the first message. Whistleblowing software also lets you reply to an anonymous reporter, assigns the case to an owner, keeps evidence and decisions in one case file and records the activity for later review. Without those steps, follow-up tends to drift into email and spreadsheets.