HCS08-Whistleblowing Policy

Registration Number: {{org_field_registration_no}}

Whistleblowing Policy

1. Introduction

{{org_field_name}} is committed to fostering an open and transparent working environment where employees and stakeholders feel confident in raising concerns about malpractice, wrongdoing, or risks to the health, safety, and well-being of service users, staff, and the wider community. This policy is in line with the Care Inspectorate’s expectations and legal frameworks, including the Public Interest Disclosure Act 1998 (PIDA) and the Health and Social Care Standards.

2. Purpose of the Policy

This policy provides clear guidance on how staff and stakeholders can report concerns confidentially and without fear of victimisation, discrimination, or dismissal. Whistleblowing plays a crucial role in ensuring that services are safe, effective, and continuously improving. We are committed to investigating concerns promptly and taking appropriate action where necessary.

3. Scope of the Policy

This policy applies to all employees, agency workers, contractors, volunteers, service users, and other stakeholders who have concerns about malpractice or wrongdoing within the organisation. It covers areas such as breaches of legal obligations, unsafe practices, abuse or neglect of service users, financial mismanagement, and any actions that compromise the safety, dignity, or rights of individuals in our care.

4. Commitment to a Safe and Supportive Environment

We recognise the importance of creating a culture where individuals feel safe to report concerns without fear of retaliation. We assure all whistleblowers that their concerns will be taken seriously, investigated thoroughly, and managed sensitively. Retaliation or victimisation against individuals who raise concerns in good faith will not be tolerated and may result in disciplinary action against those responsible.

5. Reporting a Concern

Employees and stakeholders should raise concerns as soon as possible to allow for timely intervention and resolution. Concerns can be reported through the following channels:

A) Verbally to the Registered Manager

B) Inform the Registered Manager by email: {{org_field_registered_manager_email}}

C) Call the office and inform the Registered Manager: {{org_field_phone_no}}

D) Out of hours phone number: {{out_of_hours}}

E) Online complaints via our website: {{org_field_website}}

Care Inspectorate: If individuals feel their concern is not being addressed appropriately, they can escalate it to the Care Inspectorate through their complaints process at www.careinspectorate.com or by calling 0345 600 9527.

External Bodies: In cases involving serious legal breaches or regulatory concerns, reports may also be made to the Scottish Social Services Council (SSSC), the Health and Safety Executive (HSE), or other appropriate authorities.

6. Investigation Process

Once a concern is reported, it will be acknowledged within five working days, and an initial assessment will determine the most appropriate course of action. Investigations will be carried out by a designated impartial officer and, where necessary, external bodies may be involved. All findings will be documented, and whistleblowers will be kept informed of progress, subject to legal and confidentiality constraints.

7. Confidentiality and Anonymity

Whistleblowers may choose to remain anonymous; however, investigations may be more effective if the identity of the person raising the concern is known. All reports will be handled with the utmost confidentiality, and disclosures will only be made on a need-to-know basis.

8. Protection Against Retaliation

Individuals who raise concerns in good faith will be protected from retaliation under the Public Interest Disclosure Act 1998. Any employee found to have victimised or harassed a whistleblower will face disciplinary action, which may include dismissal. If a whistleblower believes they are facing retaliation, they should report this immediately through the appropriate channels.

9. Training and Awareness

All employees will receive training on whistleblowing procedures and their rights under this policy. Training will be integrated into the induction process and refreshed regularly. Managers and senior staff will be provided with additional guidance on handling whistleblowing disclosures sensitively and effectively.

10. Managing Risks and Continuous Improvement

To ensure that risks related to malpractice, abuse, or other wrongdoing are effectively managed, we maintain a robust internal monitoring system. Reports of whistleblowing concerns are reviewed periodically to identify trends and implement necessary improvements. Feedback mechanisms allow us to enhance our safeguarding measures, ensuring a high standard of care and regulatory compliance.

11. Review and Policy Updates

This policy will be reviewed annually or sooner if required to reflect changes in legislation, regulatory expectations, or best practice guidelines. Updates will be communicated to all staff, and additional training will be provided where necessary.

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 Ã‚Â© {{current_year}} – {{org_field_name}}. All rights reserved.