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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Whistleblowing (Speaking Up) Policy

1. Introduction

At {{org_field_name}}, we are committed to creating an open and honest workplace where employees feel safe and supported when raising concerns about wrongdoing, misconduct, or poor practice. We recognise that speaking up is essential for maintaining high standards of support, ensuring compliance with legal and regulatory requirements, and safeguarding the well-being of tenants and staff.

This policy outlines how employees can raise concerns safely and confidentially without fear of retaliation. It aligns with the Public Interest Disclosure Act 1998 (PIDA), which provides legal protection to whistleblowers, and complies with Supported Living regulations on governance, which require providers to establish effective processes for identifying and addressing risks and failures in care.

2. Purpose and Scope

The purpose of this policy is to ensure that all employees, agency workers, contractors, and volunteers within {{org_field_name}} understand their right to report concerns and the procedures for doing so. The policy applies to any instance where an employee has reasonable belief that wrongdoing is occurring or has occurred within the organisation.

Concerns may relate to:

• Abuse, neglect, or mistreatment of tenants.
• Unsafe working practices that pose a risk to health and safety.
• Breaches of legal or regulatory requirements, including CQC standards.
• Fraud, corruption, or financial mismanagement.
• Covering up or concealing any of the above.

By establishing clear reporting procedures, we ensure that all concerns are properly investigated, addressed, and, where necessary, escalated to external authorities.

3. Encouraging a Culture of Speaking Up

At {{org_field_name}}, we actively encourage staff to voice concerns as soon as possible. We recognise that employees may feel hesitant about raising issues due to fear of reprisal or uncertainty about whether their concerns are valid. To create a culture where speaking up is valued, we:

• Ensure that all employees are aware of their right to report concerns without suffering negative consequences.
• Provide clear, confidential channels for raising concerns.
• Offer reassurance that reports will be taken seriously and investigated promptly.
• Commit to protecting whistleblowers from victimisation or retaliation.

Employees who raise concerns in good faith will never be treated unfairly, dismissed, or subjected to any form of detriment for doing so.

4. How to Raise a Concern

Employees who witness wrongdoing or have concerns should report them as soon as possible. Concerns can be raised in several ways, depending on the employee’s comfort level and the nature of the issue.

Where to report:

1. Verbally to the Service Manager or Safeguarding Lead
2. Inform the Service Manager by email: {{org_field_registered_manager_email}}
3. Call the office and inform the Service Manager or Safeguarding Lead: {{org_field_phone_no}}
4. Out of hours phone number: {{out_of_hours}}
5. Online via our website: {{org_field_website}}

Outside organisations:

• Regulatory Bodies such as CQC and Local Authorities: Call 03000 616161 for concerns about support standards or regulatory breaches.
• Local Authority Adult Safeguarding Teams: {{org_field_local_authority_authority_name}}, Link: {{org_field_local_authority_information_link}} for concerns related to abuse or neglect.
• Acas (Advisory, Conciliation and Arbitration Service): www.acas.org.uk for employment-related discrimination complaints.
• Equality and Human Rights Commission (EHRC): www.equalityhumanrights.com for serious human rights violations.

4.1 Informal Resolution

In some cases, issues may be resolved informally by speaking directly to a line manager or supervisor. If an employee feels comfortable doing so, they are encouraged to discuss their concerns with their immediate superior, who will take appropriate action.

4.2 Formal Reporting

If the concern is serious or the employee feels unable to report it informally, they should raise it formally through one of the following channels:

• Line Manager or Supervisor: If the issue cannot be resolved informally, employees can report their concerns in writing or in a confidential meeting.
• Whistleblowing Officer (Designated Lead): A senior staff member responsible for handling reports confidentially, initiating investigations, and ensuring appropriate action is taken.
• Senior Management or Director: If the employee feels their concern has not been addressed at a lower level, they may escalate it to senior management.

4.3 External Reporting

If an employee believes that their concern has not been properly addressed internally, or if they fear a conflict of interest, they may report their concern to an external authority. This includes:

• Regulatory Bodies such as CQC and Local Authorities
• Local Authority Safeguarding Team
• Police or NHS England (for concerns involving criminal activity or patient safety)
• Public Concern at Work (Protect) (an independent charity providing legal advice to whistleblowers)

Employees should only escalate concerns externally if they have attempted to resolve them internally first, unless the matter is urgent and reporting externally is necessary to prevent immediate harm.

5. Handling Whistleblowing Reports

When a concern is raised, {{org_field_name}} follows a structured process to ensure that it is handled fairly and effectively.

5.1 Acknowledgement and Initial Assessment

All reports are acknowledged within five working days of receipt. The Whistleblowing Officer or a designated investigator conducts an initial assessment to determine the seriousness of the concern and whether an internal investigation is required.

5.2 Investigation Process

If an investigation is warranted, the Service Manager will gather evidence, interview relevant parties, and establish the facts. Investigations are carried out confidentially, and whistleblowers may be asked to provide additional details to support their claims.

Employees who raise concerns will be kept informed of the progress of the investigation, where appropriate, while maintaining confidentiality. Investigations should typically be concluded within 28 days, though more complex cases may require additional time.

5.3 Outcome and Action

Once the investigation is complete, appropriate action is taken based on the findings. This may include:

• Implementing corrective measures to resolve the issue.
• Disciplinary action against individuals found guilty of wrongdoing.
• Reporting findings to external authorities if required.

Whistleblowers will be informed of the outcome, subject to confidentiality considerations, and any further steps that may be taken to address the issue.

6. Protection and Support for Whistleblowers

{{org_field_name}} strictly prohibits retaliation against whistleblowers and will take disciplinary action against anyone found to be victimising or harassing an individual for speaking up.

Whistleblowers who believe they are experiencing retaliation should report it immediately to the Whistleblowing Officer or senior management. Additional support includes:

• Confidential counselling services for employees who experience distress as a result of reporting concerns.
• Alternative work arrangements where necessary to protect whistleblowers from harassment.
• Mediation services to address any conflict that arises following a report.

7. Confidentiality and Anonymity

All whistleblowing reports are treated with the highest level of confidentiality. Employees may choose to report concerns anonymously; however, anonymity may limit the organisation’s ability to fully investigate and address the issue.

8. Compliance and Policy Review

This policy is reviewed annually to ensure it remains aligned with legal requirements, best practices, and the needs of employees.

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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}}
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