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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Whistleblowing (Speaking Up) Policy

1. Purpose

The purpose of this policy is to provide a safe and confidential mechanism for staff to report concerns about wrongdoing, misconduct, or failures in care within {{org_field_name}}. This policy ensures compliance with Care Inspectorate Wales (CIW) regulations and supports a culture of openness, integrity, and accountability.

{{org_field_name}} is committed to:

• Encouraging staff to report concerns without fear of retaliation.
• Ensuring all concerns are investigated fairly, promptly, and confidentially.
• Protecting whistleblowers from victimisation or discrimination.
• Meeting legal and regulatory obligations for reporting concerns to CIW and other relevant bodies.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, and agency staff.
• Volunteers, contractors, and agency workers providing services on behalf of {{org_field_name}}.
• Former employees who wish to raise concerns.

It covers concerns about:

• Poor or unsafe care practices that put service users at risk.
• Neglect, abuse, or safeguarding issues.
• Health and safety risks, including risk of injury to staff or service users.
• Financial malpractice, fraud, or corruption.
• Breach of legal or regulatory requirements.
• Discrimination, bullying, or harassment.
• Any attempts to cover up wrongdoing.

3. Legal and Regulatory Framework

This policy aligns with the following legislation and CIW regulations:

• The Public Interest Disclosure Act 1998 (PIDA), which protects whistleblowers from retaliation.
• The Regulation and Inspection of Social Care (Wales) Act 2016, which requires providers to have a robust whistleblowing procedure​.
• The Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017, which mandate reporting of safeguarding concerns​.
• The Social Services and Well-being (Wales) Act 2014, which enforces safeguarding duties.
• CIW’s Securing Improvement and Enforcement Policy, which ensures appropriate action is taken against care providers failing in their duties​.

4. How to Raise a Concern

4.1 Internal Reporting Process

Staff should report concerns as soon as possible. The steps to follow are:

1. Report to Line Manager – If you feel comfortable, raise the concern with your immediate manager.
2. Report to the Registered Manager – If the issue involves your line manager or is unresolved.
3. Report to the Responsible Individual – If you are unsatisfied with the response or believe there is a wider organisational issue.

How we manage this efficiently:

• All concerns are acknowledged within 48 hours.
• An internal investigation is launched within 5 working days.
• The whistleblower is kept informed throughout the process.

4.2 External Reporting

If staff feel unable to report concerns internally, they can contact external bodies:

• Care Inspectorate Wales (CIW) – {{org_field_local_authority_information_link}}
• Local Authority Safeguarding Team – {{org_field_local_authority_authority_name}}
• Public Concern at Work (Whistleblowing Charity) – www.protect-advice.org.uk
• The Police – For criminal matters.

How we manage this efficiently:

• Employees are informed of their right to contact external agencies without facing disciplinary action.
• Posters and guidance leaflets provide contact details for external reporting.

5. Confidentiality and Protection for Whistleblowers

5.1 Confidentiality

• All whistleblowing reports are treated confidentially and only shared on a need-to-know basis.
• Anonymous reports will be considered but may be harder to investigate.

5.2 Protection from Retaliation

• Retaliation against whistleblowers is strictly prohibited.
• Any staff member found intimidating or harassing a whistleblower will face disciplinary action.

How we manage this efficiently:

• Whistleblowers can request meetings in private locations.
• A dedicated safeguarding lead monitors whistleblower protection.

6. Investigation and Outcome

6.1 Investigation Process

1. Initial Review – The concern is assessed to determine next steps.
2. Full Investigation – A lead investigator is assigned, and evidence is gathered.
3. Findings Report – A report is completed within 15 working days.
4. Action Plan – Corrective measures are implemented if wrongdoing is found.
5. Outcome Communication – The whistleblower is informed of the outcome.

How we manage this efficiently:

• A clear timeline ensures concerns are resolved quickly.
• Findings are used to improve policies and training.

6.2 Escalation if the Whistleblower is Unsatisfied

If a whistleblower is unhappy with the outcome, they can:

• Request a review by the Responsible Individual.
• Contact CIW or Social Care Wales.

7. Training and Awareness

• All staff receive whistleblowing training during induction and annually thereafter.
• Managers receive additional training on handling disclosures.
• Posters and internal resources reinforce whistleblowing rights.

How we manage this efficiently:

• E-learning modules provide flexible training options.
• Case studies in training sessions help staff understand whistleblowing scenarios.

8. Related Policies

This policy aligns with:

• Safeguarding Adults Policy (DCW13)​.
• Staff Conduct and Code of Ethics Policy (DCW28)​.
• Equality, Diversity, and Inclusion Policy (DCW30)​.
• Disciplinary and Grievance Policy (DCW31)​.

9. Policy Review

This policy will be reviewed annually or sooner if required due to changes in legislation, business needs, or CIW regulations. The Registered Manager and Responsible Individual are responsible for ensuring its accuracy and implementation.

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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.