New Whistleblower Protections in the UK from June 2025: A Step Forward in Sanctions Enforcement

Effective from 26 June 2025, workers who report sanctions-related misconduct in the UK will benefit from enhanced legal protections under employment law.

The UK government has extended the scope of whistleblower safeguards to include disclosures concerning breaches of financial, trade, and transport sanctions. This marks a significant development in both employment rights and corporate compliance obligations.

What’s Changing?

Under the new provisions:

  • HM Treasury has been designated as a prescribed body for whistleblowing on breaches of financial sanctions.
  • The Secretary of State for Business & Trade and the Secretary of State for Transport have been added for disclosures relating to trade and transport sanctions, respectively.

This means that individuals who raise concerns with these authorities about sanctions breaches are now protected under the Public Interest Disclosure Act 1998 (PIDA), safeguarding them from dismissal or detriment at work.

Why This Matters

These changes come at a time when the UK is intensifying its approach to sanctions compliance, particularly in response to global geopolitical pressures. By strengthening whistleblower protections, the government aims to encourage greater transparency and accountability within organisations.

For employers, this represents both a challenge and an opportunity:

  • A challenge, because it necessitates reviewing internal whistleblowing procedures and ensuring that staff are adequately informed.
  • An opportunity, because a robust reporting culture can help prevent regulatory breaches and protect a company’s reputation.

For Individuals: Know Your Rights

If you work in a sector affected by UK sanctions — such as finance, logistics, legal services, or international trade — and you become aware of potential misconduct, you are now legally protected if you raise your concerns through the appropriate channels.

Protected disclosures may include, for example:

  • Unlawful financial transactions with sanctioned entities
  • Illicit export of controlled goods
  • Breaches of transport licensing requirements under sanctions legislation

You are not required to raise concerns internally first — although many employers encourage this — but you must ensure the disclosure is made in the public interest and through the proper authority.

For Employers: Prepare and Respond

All UK-based employers, particularly those in regulated sectors, should take proactive steps:

  • Update whistleblowing policies to reflect the expanded list of prescribed persons
  • Train staff on the nature of sanctions and the importance of lawful disclosure
  • Foster a culture of openness, where concerns can be raised without fear of retaliation

Employers should also be mindful of future developments. There is ongoing discussion about establishing a dedicated Office of the Whistleblower and introducing financial incentives for disclosures, similar to models used in the United States.

A Final Note from Forest & Co

At Forest & Co, we advise both individuals and organisations on their rights and responsibilities under UK employment and regulatory law. Whether you are considering making a protected disclosure or reviewing your internal compliance framework, our team can guide you through every step.

If you have questions about the new whistleblower protections, or need tailored advice for your business, we are here to help.