In current challenging environment, where organisations are going extremes to achieve top positions, and the employees pushes hard to perform at the best level, there is always a scope of doing things which may be unethical or illegal. This provides an opportunity to member of the organisation to disclose such unethical or suspicious events. This is known as whistleblowing. As per company act 2013 “The Company shall establish a vigil mechanism for directors and employees to report concerns about unethical behaviour, actual or suspected fraud or violation of the company's code of conduct or ethics policy.” As per this act, a former or existing employee can raise his/her voice against any unethical activities which may have taken place in the past, or may be happening in present or may take place in future that may be in the favour of the general public. Whistleblowing addresses the ethical concerns of the employees and puts the vertices of organisation control on all members of organisation. In this paper we are proposing a qualitative procedural model for the whistleblowing where complete structural approach for whistleblowing is discussed.It covers the complete hierarchy and its efficiency in execution. This paper focuses on the impact of whistleblowing on performance of organizations. It also covers the short term as well as long term advantages and limitations of this approach. This model also covers the possible risks involved to individual acting as whistle-blower and methods to minimize the risk.