A workplace culture where people feel confident to raise concerns is one of the strongest indicators of good leadership and effective governance. Whether concerns relate to safety, quality, compliance, workplace behaviours or operational risks, employees should feel comfortable speaking up, knowing they will be listened to and supported.

Recent changes announced by NHS England reinforce the importance of this approach. From 1 July 2026, organisations will take greater responsibility for overseeing their own Freedom to Speak Up (FTSU) arrangements, following the closure of the National Guardian's Office (NGO) on 30 June 2026.

While these changes primarily affect organisations operating within regulated environments, the wider message is relevant to all providers: creating a culture where concerns can be raised and addressed effectively is increasingly seen as an essential part of strong governance.

What Is Changing?

The National Guardian's Office has provided leadership and support for Freedom to Speak Up arrangements since 2016. Following a review of patient safety and organisational accountability, many of its responsibilities will transfer to NHS England, with individual organisations assuming greater ownership of their local arrangements.

NHS England will continue to provide national guidance, training resources, support networks and oversight. However, responsibility for ensuring effective speaking-up processes are embedded within organisations will sit more firmly with local leadership teams.

One practical change is the closure of the national Freedom to Speak Up Guardian register. Organisations with appointed guardians or speaking-up leads will now be responsible for ensuring that contact details are accurate, accessible and publicly available where required.

What Does This Mean for Organisations?

Although some national reporting requirements have been paused for certain provider groups during 2026/27, expectations around organisational culture remain unchanged.

Leaders should be able to demonstrate that employees know how to raise concerns, that concerns are handled appropriately and fairly, and that lessons learned are used to improve services and processes. Increasingly, speaking-up arrangements are viewed as part of a broader assessment of leadership, governance and organisational effectiveness.

Creating an environment where individuals feel safe to challenge, question and report concerns not only helps identify potential risks earlier, but also supports employee engagement and continuous improvement.

Key Actions to Consider

As the new arrangements take effect, organisations should take the opportunity to review their current approach to speaking up. Consider:

• Reviewing policies and procedures to ensure they remain current, accessible and well communicated.
• Confirming that staff know how and where to raise concerns.
• Ensuring the contact details of any designated speaking-up leads or guardians are up to date and easily accessible.
• Providing appropriate training and ongoing support for individuals responsible for handling concerns.
• Continuing to gather and review information about concerns raised internally, identifying trends and opportunities for improvement.
• Being prepared to demonstrate how concerns are managed and how feedback contributes to positive organisational change.

Looking Ahead

The upcoming changes are a useful reminder that Freedom to Speak Up is about far more than compliance. At its core, it is about building trust, promoting transparency and creating an environment where people feel confident to speak openly.

As responsibility increasingly sits with individual organisations, those that invest in a positive speaking-up culture will be better placed to demonstrate strong governance, effective leadership and a genuine commitment to continuous improvement. 

Access Policies Related to this Topic on FPM Core

You can find a Whistleblowing Policy on FPM Core, plus other useful documents such as Blame Free Culture Policy and a comprehensive Sexual Harassment & Sexual Safety Policy.

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