Freedom to speak up: Whistleblowers’ Support Scheme


We've launched the Whistleblowers’ Support Scheme for Secondary Care.


The Freedom to Speak Up report came out in 2015 and recommended that NHS staff who have raised concerns and suffered detriment as a result should be supported to find alternative employment in the NHS. 

As part of this we're working with a number of whistleblowers and NHS employers to develop a whistleblowers' support scheme for secondary care. 

Pilot support scheme launch

The pilot scheme proposal PDF, 315.3 KB

This proposal sets out our ambition to deliver a whistleblowers’ pilot support scheme for secondary care.

Q&A PDF, 254.0 KB

This document captures some of the questions and answers that arose at the launch event.

Following the launch of the pilot scheme, we held a webinar which outlined the scheme and set out the process for making applications.

You can access a recording of the webinar here.

Expression of interest

We are still able to receive applications for the pilot Whistleblowers' Support Scheme. If you are interested please complete the expression of interest form and email to

If this is not possible, we will accept hard copies by secure post to the support scheme manager, NHS Improvement, Wellington House, 133-155 Waterloo Road, London, SE1 8UG.


The first newsletter for the scheme was circulated in July 2017.

The September newsletter is available here.

December update

Following the launch of the pilot scheme successful applicants started on the scheme in early December.

The support service provider, Working Transitions, are also currently working with NHS England. The scheme will be evaluated by John Moore’s University and this information will be fed into the proposal for any future scheme.

Panel Member training

We have concluded all the panel member training sessions for the time being.  We will deliver more as required in the New Year when the full scheme has been developed. Thank you to all those who have completed the training.

Employers Workshops

We have held three workshops with employers from acrossEngland. Over 100 representatives, including HR directors, ceo’s and other senior managers attended and we have obtained some postive ideas about:

  • how they felt their trust could help to support the scheme
  • initial commitments for various levels of involvement and 
  • offers of opportunities for applicants on the scheme.

These ideas and pledges of commitment will be collated in the next couple of weeks to give us a suite of options and opportunities for trusts to get involved with. We will provide guidance for each of these options so that organisations know what to expect and what is required.

If you have any queries about the scheme please email

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