Speaking up and whistleblowing

Speak Up @ Nationwide (including our SharePoint site, helpline and annual e-learning) informs all colleagues, including temporary workers and contractors, about the internal and external channels they can use to report concerns.  We encourage individuals to raise concerns as early as possible through their manager, another senior colleague, or the Case Management Team within the People function, so that issues can be investigated and addressed before they escalate. However, we understand that this is not always possible. For those who want to discuss their concerns confidentially or raise them anonymously, they can do this through our whistleblowing process.

We use regular colleague surveys to monitor how confident colleagues feel about speaking up, and we invite colleagues to take part in open and honest discussions on how we could better support them. This helps us to understand and respond to any concerns in relation to speaking up. Senior colleagues and people leaders are also asked to role-model effective listening practices.

We provide annual, mandatory Speak Up training for all colleagues and check regularly on progress. Colleagues that support the whistleblowing function at Nationwide are provided with annual investigator training as well. They must complete it before starting an investigation. Our annual training includes information on how colleagues can raise a whistleblowing concern directly with the Financial Conduct Authority or Prudential Regulation Authority, without first reporting internally. We also provide similar information in our policy documents. 

Our whistleblowing arrangements are available to current and former colleagues, contractors, temporary workers, suppliers and others who raise concerns connected to their work with Nationwide. Concerns may include unlawful, unethical or unsafe behaviour, breaches of regulation or policy, financial crime, non-financial misconduct, or other wrongdoing that may affect Nationwide, our customers, colleagues or suppliers.

We treat concerns raised by third parties in the same way. We ensure they are aware of the process by sharing our third-party whistleblowing policy with them through the supplier portal. We also expect suppliers to operate their own confidential and anonymous reporting channels, and we test a prioritised set of suppliers on this as part of our ongoing supplier monitoring.

View our Supplier Policies, PDF 409 KB (opens in a new window)

We provide multiple whistleblowing channels and reporting pathways for colleagues to raise concerns, which includes a Progressive Web App (PWA), using a QR code and an online reporting form provided and managed by a third-party supplier, Navex. Whilst all concerns raised to the Nationwide Whistleblowing Team will be treated confidentially, reporters can raise their concerns anonymously if they so wish and no attempt will be made to try and identify them.

A dedicated whistleblowing team stays in touch with and supports those individuals who raise concerns. We have a zero-tolerance approach to the victimisation or any adverse treatment of individuals who raise their concerns and we take such matters very seriously. We treat any act of retaliation as a disciplinary matter.

All concerns raised are investigated thoroughly and fairly and investigations follow a robust governance and decision-making process with senior leaders from across the business (Economic Crime, Information Security, Internal Audit, Retail Services, Legal and People). These leaders make up a committee that agree and oversee the outcome of investigations. If we find evidence of wrongdoing, we consider appropriate action. This may include changes to processes, controls or ways of working, as well as action in line with HR principles and processes.

As required by regulation, the Board have appointed a Whistleblowers' Champion to oversee the entire whistleblowing process at Nationwide. Guy Bainbridge, Non-Executive Director and Chair of the Audit Committee, has responsibility for ensuring and overseeing the integrity, independence and effectiveness of the policies and procedures relating to whistleblowing. This includes measures intended to protect whistleblowers from being victimised or treated differently as a result of raising reportable concerns.

The Board recognises that having effective and trusted confidential whistleblowing arrangements is key in supporting the organisation's open and honest culture. We provide the Board with an annual report on the effectiveness of our whistleblowing arrangements and processes and provide visibility of any themes from the concerns we receive. In addition, the Board reviews the adequacy and effectiveness of the arrangements in place for the proportionate and independent investigation of concerns raised, including any required follow-up action.

Last updated: July 2026