Whistleblowing is often considered an internal act of raising a concern (Vandekerckhove and Phillips, 2019, Micelli and Near, 1985). There is little recognition of this within the voice literature. The fields of human resource management, employee relations and organizational behavior exclude whistleblowing for various reasons. However, it is in these very streams of voice that individuals will raise concerns in the workplace. Literature has sought to highlight silo thinking (Mowbray et al., 2015) while Kenny et al. (2020) develop this with a focus on whistleblowing. This chapter draws heavily on Phillips (2022) and reflects on how seeing whistleblowing as voice allows a fresh approach to addressing victimization. Much has been said about how whistleblowing research can recognize retaliation but often identifies the severity by the number of types of retaliation (Smith, 2014). Adopting Cortina and Magely’s (2003) Work-based and Social-based retaliation model greater insight can be had into how stages of voice can lead to retaliation but more importantly how interventions can be made by different whistleblowing actors to prevent such retaliation.