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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Whistleblowing Policy

1. Purpose

The purpose of this policy is to provide clear guidance to all employees, agency workers, and contractors on how to raise concerns about wrongdoing or malpractice within {{org_field_name}}. This policy aims to encourage a culture of openness, accountability, and integrity, ensuring that concerns are raised in a responsible and protected manner.

2. Scope

This policy applies to all employees, agency workers, healthcare assistants, registered nurses, and contractors working for {{org_field_name}}. It covers concerns that relate to the activities of the business, its staff, or any third parties that may impact the services provided.

3. Definition of Whistleblowing

Whistleblowing is the disclosure of information that relates to suspected wrongdoing or dangers in the workplace. This can include:

• A criminal offence (e.g., fraud or abuse)
• Failure to comply with legal or regulatory obligations
• A miscarriage of justice
• Endangering the health and safety of an individual
• Damage to the environment
• Deliberate concealment of any of the above

4. Reporting Procedures

Employees or workers who wish to raise a concern should follow these steps:

Step 1: Internal Reporting
Concerns should be raised with the Registered Manager:

• Name: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
• Email: {{org_field_registered_manager_email}}
• Phone: {{org_field_registered_manager_phone}}

If the concern involves the Registered Manager, the issue should be raised with a senior director or an external reporting authority.

Step 2: External Reporting
If an employee believes their concern has not been appropriately addressed, they may escalate it to relevant external bodies, such as:

• Care Quality Commission (CQC)
• Local Authority Safeguarding Team
• Health and Safety Executive (HSE)
• Public Concern at Work (Protect)

5. Confidentiality and Protection

• All disclosures will be treated in the strictest confidence.
• Employees raising concerns in good faith will be protected under the Public Interest Disclosure Act 1998 (PIDA).
• Whistleblowers will not be subjected to detrimental treatment or victimisation for raising a genuine concern.
• Anonymous disclosures will be considered; however, they may be harder to investigate effectively.

6. False Allegations

Employees who knowingly make false allegations may be subject to disciplinary action. However, if concerns are raised in good faith, even if mistaken, they will not face any repercussions.

7. Investigations and Outcomes

• Once a report is received, an initial assessment will determine the appropriate course of action.
• An internal investigation may be conducted, and findings will be communicated where appropriate.
• If necessary, external authorities will be involved.

8. Support for Whistleblowers

• Employees who experience any form of retaliation for whistleblowing should report it immediately.
• Support will be provided, including access to confidential counselling services if required.

9. Related Policies

• Safeguarding Policy
• Health and Safety Policy
• Grievance and Disciplinary Policy
• Anti-Fraud and Corruption Policy

10. Policy Review

This policy will be reviewed annually or sooner if there are significant changes in legislation or business operations. Any amendments will be communicated to all staff.

For further information or to report concerns, please contact: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}

Email: {{org_field_registered_manager_email}}
Phone: {{org_field_registered_manager_phone}}

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.