Digital whistleblowing trends shift workplace culture

The landscape of workplace integrity is shifting rapidly as digital whistleblowing hits an all-time high, according to Safecall’s 2026 Benchmark Report. The report reveals that the shift toward digital platforms has fundamentally changed how employees report misconduct. Since 2019, named reports have fallen from 37% to just 25%, while anonymous reporting now accounts for 56% of all submissions, marking a 9% increase over the same period. Notably, online anonymity is even more pronounced, with 63% of all web-based reports made anonymously.

Despite this digital trend, the human element remains a crucial safety net for the most serious workplace grievances, as nearly a quarter of the workforce, 23%, still prefers reaching out via a phone call rather than using digital platforms. The data indicates that reporting frequency has risen for the fifth consecutive year, with 2025 seeing one report for every 365 employees, a significant rise from one in 520 in 2020.

The report reveals stark differences in transparency based on reporting channels. For example, 40% of those who report via phone are willing to provide their name, in contrast to just 20% of respondents using web-based reporting. Although web reporting dominates in volume at 71%, phone reporting remains the preferred choice for sensitive or emotionally complex issues where reassurance and human support are essential. The most serious cases continue to be reported via telephone, underscoring the importance of a multi-channel approach.

Joanna Lewis, Managing Director of Safecall, commented that "Anonymous reporting has always been an important part of effective speak up systems. The rise we’re seeing is closely linked to the growth in digital reporting, where employees are more likely to stay anonymous at the point of submitting a concern." She further noted that "Trust remains central to any whistleblowing framework. With 62% of employees saying they trust an independent channel more than an in-house team, external providers play a vital role in bridging the trust gap that internal departments often struggle to overcome." Lewis stresses that "Digital, phone and face-to-face routes all have their place — but it’s ultimately the culture an organisation builds that determines whether people feel safe to speak up without fear of repercussions."