What to do if…
you are pressured to falsify, backdate, or sign off workplace records you cannot verify

What to do now

1. Pause the entry, amendment, or approval. Say calmly that you cannot verify the specific date, figure, event, source, check, or statement involved.
2. Ask for the instruction in writing where it is safe to do so. Ask what must be changed, why, what source supports it, who authorises it, and which record-correction process applies. If the instruction was verbal, send a neutral follow-up message recording your understanding.
3. Make a factual note of the date, time, people involved, record concerned, instruction given, deadline, and your response. Keep it securely and only retain information you are authorised to hold.
4. If this may be a legitimate correction, ask for the amendment to show when it was made, why it was needed, who authorised it, and how the original entry or audit trail will be preserved. Do not make the change until you understand the approved process.
5. Check the organisation’s record-keeping, approval, compliance, whistleblowing, speak-up, or professional standards procedure. Identify the person or channel named for concerns about inaccurate records.
6. Raise the concern with your manager unless they gave the instruction or are involved. In that case, use another authorised route such as a more senior manager, compliance team, responsible officer, confidential reporting channel, trade union representative, or person named in the policy.
7. Put the concern in writing. Describe the facts, what you were asked to do, what you cannot verify, relevant dates, whether you raised it before, and any immediate risk. Separate what you know from what you suspect.
8. Get confidential advice before taking documents outside the organisation or reporting beyond its authorised channels. A trade union, solicitor, or Protect may help. Acas provides employment advice in Great Britain, while the Labour Relations Agency provides employment advice in Northern Ireland.
9. If you are considering an external disclosure, check which prescribed person, regulator, or other body is responsible and follow its reporting instructions. The requirements for legal protection can depend on what you report, who receives it, and how you report it.
10. If the records conceal an immediate danger to life or a serious safety risk, use the workplace emergency process and call 999 when emergency help is needed. For other workplace safety concerns, check whether HSE or a local authority is responsible in Great Britain, or whether HSENI or a council is responsible in Northern Ireland.
11. If pressure continues or disciplinary action is threatened, record each new incident, ask for instructions or allegations in writing, and seek union or specialist advice promptly.