Whistleblowing policy

Confidentiality

4.1 We will not tolerate the harassment or victimisation (including by colleagues) of anyone raising a concern where they have a reasonable belief that there has been wrongdoing. We recognise however that you may wish to raise a concern in confidence. If this is the case, please say so formally at the outset so we can investigate the matter appropriately.

4.2 If you ask us to protect your identity by keeping it confidential, we will not disclose it without your consent. If we cannot proceed without revealing your identity (for instance where your evidence may be required in court), we will discuss with you how we can proceed.

4.3 Please remember that if you do not tell us who you are then it may make it much more difficult to investigate your concern, protect your position or give you feedback. We will consider anonymous reports, but this policy is not ideally suited to such occasions and we would prefer to know who you are and then keep your identity confidential if you wish.

4.4 With these assurances we hope you feel able to raise your concern openly.

4.5 If you are unsure about raising a concern then you can get independent advice to assist you from:

  • The independent charity Public Concern at Work
  • Your trade union (if you have one)
  • The Employee Assistance Programme

Contact details are listed at the end of this policy.