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Speak Up Line – a unique Whistle Blowing, Bullying, Discrimination & Harassment support line

Safeguard your people by providing a confidential reporting service for those in need of advice on workplace malpractice in confidence.

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What is Speak Up Line?

Speak Up Line is HA | Wisdom Wellbeing’s unique and confidential support line for individuals to report issues they may be experiencing in the workplace. Sadly, speaking up at work may be difficult for some individuals, and often, they may feel isolated and unable to talk to anyone in confidence

Whether they’re worried about or experiencing workplace bullying, discrimination or a kind of harassment – none of it should be tolerated. Give your people a place to turn to in crisis or for general advice, you can give them an avenue of support they need.

Whistleblowing in the workplace

Why should you care about our Speak Up whistleblowing support line?

If an individual is experiencing harassment, bullying, discrimination or witnesses something wrong, this can be detrimental to their mental health. When their mental health is impacted, you can’t expect the best out of them. Plus, you have a duty of care as employers to ensure your staff feel safe at work.

With Speak Up line, you can give your people a place to report what they’ve seen in confidence, and even receive support from one of our counsellors if deemed appropriate.

whistleblowing support for employees

What does Speak Up line provide?

With our Speak Up support line, your people can talk to us about:

  • Bullying

  • Discrimination

  • Harassment (including sexual harassment)

  • Other organisational concerns impacting the individual and/or workplace.

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Speak Up safeguards your business

The Worker Protection (Amendment of Equality Act 2010) Act 2023, which came into effect in October 2024, places a legal duty on employers to take reasonable steps to prevent sexual harassment of their employees. This new legislation strengthens existing protections and introduces a proactive obligation for employers to create a safe working environment.

Failure to have the right policies in place gives grounds to the Equality and Human Rights Commission (EHRC) the right to investigate your workplace. With Speak Up line – you can give an avenue of support for employees who feel they may be experiencing sexual harassment and wish to seek advice for themselves, someone else and use their newfound advice to report it if they wish to do so.

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Whistleblowing support for all

Employees see, hear and experience difficult issues within the workplace and often feel scared to raise their objections to them. Early knowledge and intervention allow organisations to deal with the situation confidently and effectively.

Once a call is received, the appointed coordinator within the organisation will be notified and provided with the appropriate details, enabling them to identify and deal with the various matters of concern.

There is a whistleblowing law in place to safeguard and to ensure employees are not discriminated against for ‘blowing the whistle’. In the UK, whistleblower protection law and whistleblowing policies are in the Public Interest Disclosure Act (PIDA) 1998 and amended into the Employment Rights Act

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What to expect with Speak Up Line

Our helpline is available 24/7, 365 days a year and allows you and your people to report whistleblowing, bullying, discrimination, harassment (including sexual harassment) and other concerns confidentially and without fear, encouraging a culture of openness and transparency in the workplace.

Here’s what to expect with Speak Up line:

  • Free, confidential helpline available 24/7, 365 days a year

  • Safeguard employee mental health

  • Improve your return-to-work and staff turnover rates

  • Speak to a fully trained advisor

  • Independent, impartial and non-judgemental service

  • Foster a positive workplace culture

SpeakUp

Backed By Brands That Trust Us

Care UK
Manchester University
asos
Nestle
Salford City FC

Welsh Ambulance NHS Service Trust has used HA | Wisdom Wellbeing as it’s EAP for the past 2 years and the service has been extremely well received by our staff. We were given support from day 1 with communications, leaflets, manager guides to promote the service which has been very helpful.

Ceri Bryant |Occupational Health and Wellbeing Service Manager

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Whistleblowing policies are crucial for employers to provide a safe and structured way for individuals to report concerns about wrongdoing they witness. Whether it’s bribery, GDPR breaches, discrimination, harassment and bullying – whistleblowing policies encourage employees to raise concerns, rather than ignoring the problems at hand that may in turn impact their performance.

The employment Rights Act and Public Interest Disclosure Act 1998 will protect employees when whistleblowing an organisation. This will ensure they are protected from unfair dismissal for whistleblowing on wrongdoings within an organisation.

Whistleblowing is the act of an employee within an organisation reporting illegal or unethical practices within said organisation. Usually, the practice is carried out in the name of public interest and prevent any further wrongdoing by an organisation.

Whistleblower policies apply to all employees within an organisation and protects the employee who exposes the unethical working practices from being treated unfairly or wrongfully dismissed for whistleblowing. However, if the individual reports their concern to the media, they will lose their whistleblowing rights.

Employees only need reasonable belief about wrongdoing to report as such. They do not need to provide proof and will still be covered by internal whistleblowing policies. If the employee is found to be incorrect, they will also still be protected if the claim was justifiable and has solid reasoning.

If the individual requests anonymity when making a disclosure, to protect them from unconscious mistreatment, they are entitled to such. If an employee is unfairly dismissed, they have three months to make a claim to an employment tribunal.

For a whistleblower to claim protection they must make a qualifying disclosure and follow the correct procedure and can only make the disclosure if they were legally registered as an employee and were dismissed unfairly, treated unfairly or suffered as a result of making the disclosure.