The landscape of workplace integrity is shifting rapidly as digital whistleblowing hits an all-time high, according to Safecall’s 2026 Benchmark Report.

The shift toward digital platforms has fundamentally changed how employees blow the whistle. Since 2019, named reports have plummeted from 37% to just 25%. In contrast, anonymous reporting now represents 56% of all submissions – a 9% increase over the same period. This anonymity is even more pronounced online, where it accounts for 63% of all web-based reports.

Despite the digital takeover, the human element remains a critical safety net for the most serious workplace grievances. Nearly a quarter of the workforce (23%) still rejects the screen in favour of a phone call.

According to the latest findings, reports per headcount have risen for the fifth consecutive year. In 2025, reporting frequency reached 1 in 365 employees, a significant jump from 1 in 520 in 2020.

The report also highlights a stark contrast in transparency between channels. 40% of those who report via phone are willing to provide their name, compared to only 20% who would do so on web-based reports.

While web reporting dominates in volume (71%), phone reporting remains the go-to for sensitive or emotionally complex concerns where reassurance and human support are paramount. Crucially, the most serious cases continue to be captured via telephone, highlighting the need for a multi-channel approach.

Joanna Lewis, Managing Director of Safecall, commented: “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.

“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.

“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.”