Whistleblowers or Troublemakers? Rethinking Speaking Up in Australian Workplaces

From exposing dangerous surgeons and financial scandals to revealing government corruption, the courage of Australia’s whistleblowers has protected the public interest and driven meaningful reform for decades.

Yet, despite the clear public interest in exposing wrongdoing, whistleblowing is still often viewed as a betrayal rather than an act of bravery. Branded “troublemakers”, many whistleblowers in Australia continue to bear the weight of stigma – a cultural hangover that can overshadow those who speak up in workplaces across the country.

When MP Andrew Wilkie, himself a former whistleblower, opened the Transparency International Whistleblower Symposium in June this year, the room fell silent as he named some of Australia’s most courageous whistleblowers:
 

• Toni Hoffman, the nurse who exposed surgeon Jayant Patel (dubbed “Dr Death”) at Queensland’s Bundaberg Hospital, saving countless patients from harm.
• Jeff Morris, who famously revealed systemic financial malpractice at Commonwealth Bank of Australia (CBA).
• Brian Hood, the company secretary who uncovered foreign bribery in Australia’s banknote printing industry which led to the first case of foreign bribery prosecution in the country.
• Richard Boyle, whose disclosures revealed controversial debt recovery practices at the ATO.

After each name, Wilkie asked a single question: “Would Australia be the country it is today if this brave person hadn’t come forward?”

It was a powerful reminder that behind every scandal corrected and every reform passed is an individual who risked their career, finances, reputation and mental health to protect the public interest.

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The Human Cost of Doing the Right Thing

As Wilkie noted – and many delegates echoed – a culture of retaliation and reputation-protection remains deeply ingrained, especially in parts of government and industry.

For many whistleblowers, the journey is one of isolation, suspicion and retaliation. The personal cost can be devastating and Australia’s so-called “Tall Poppy Syndrome” often plays out in attempts to discredit, isolate or punish whistleblowers, even when doing so for the public good.

Richard Boyle’s long-running prosecution over how he gathered evidence of misconduct at the ATO is just one example. Sharon Kelsey’s is another. Her emotive speech at the Symposium, detailing the profound personal and financial cost of exposing wrongdoing – nine years in and out of courts, $4 million in legal fees, bankruptcy, deteriorating mental health – left many in tears.

The message is as chilling as it is clear: whistleblowing isn’t an abstract legal concept – it’s a deeply human act that can consume lives for years, even when the whistleblower is ultimately proven right.

Legal Hurdles and the Patchwork Problem

Australia’s legal landscape, with its three tiers of government and sector-specific legislation, offers inconsistent protections for whistleblowers. Protections vary widely depending on whether someone works in federal agencies, state governments, corporate entities or national security services.

This fragmented legal “patchwork” not only deters disclosures but also creates confusion, leaving brave employees unprotected and uncertain about where to turn: a risk for both the employee and the organisation they work in.

US Approach: Recognition and Rewards

Compare this to the US, where programs like the Securities and Exchange Commission (SEC) Whistleblower Program provide whistleblowers with clear incentives and robust legal backing. Since 2011, the SEC has awarded over $2.2 billion to those whose confidential or anonymous tips led to successful enforcement actions.

Whistleblowing in the US is often celebrated as a “civic good” rather than stigmatised. Individuals in corporate and financial sectors are often publicly recognised – and even financially rewarded – for their role in uncovering fraud.

Changing Public Attitudes

Encouragingly, public support in Australia is growing and law reform is moving in the right direction. Research by The Australia Institute (April 2025) indicates that 81% of Australians believe whistleblowers make the country a better place, up from 76% in 2023. 84% want stronger protections while just 5% are opposed.

Landmark legislation is being introduced to create an independent Whistleblower Protection Authority and leaders are being trained to respond appropriately to disclosures, to address “Tall Poppy” resentment through open dialogue and to provide appropriate aftercare for staff who come forward. 

The Corporate Imperative: Building Safe Channels to Speak Up

Rather than view whistleblowing as a threat to organisational reputation, leaders should view it as a critical part of governance, risk management and workplace culture.

When employees believe they can raise concerns internally without fear, businesses can address issues early, before they escalate to regulators, media or public inquiries. Not only does this build trust with staff, customers and stakeholders, it demonstrates proactive compliance in an increasingly scrutinised regulatory environment.

An Opportunity for Change

Whistleblowers are often the first line of defence against corruption, fraud and harm. Yet, as the Symposium reminded us, Australia’s legal frameworks and workplace cultures still lag in recognising and protecting them for what they are: guardians of organisational integrity.

With Australia’s leading organisations now investing in specialist tools to create safe pathways for disclosures – reporting software, external advisory channels, ethics frameworks – the question is no longer whether whistleblowing will happen, but whether your workplace is ready to handle it justly.