This policy applies to all persons working for us or on our behalf, including employees at all levels whether permanent or temporary, directors, agency workers, interns, and contractors. This procedure does not form part of any employee's contract of employment. It may be amended at any time, and we may depart from it depending on the circumstances of any case.
This policy should not be used in relation to employee grievances concerning individual terms and conditions of employment or other aspects of the working relationship which are handled under the Company Grievance Policy.
All organisations face the risk of things going wrong or of unknowingly harbouring malpractice. By promoting a culture of openness within [Company], employees are encouraged to raise issues which are of concern at work. By knowing about malpractice at an early stage, steps can be taken to safeguard the interests of all staff and prevent fraud and corruption before it happens.
All employees have the right to be able to raise a concern about working practices and other areas of concern in the public interest and receive feedback on actions taken. [Company] will seek to engender an ethical and open culture in which establishes safe routes of communication without reprisal, impartial and effective investigative procedures which respect confidentiality. The key principles therefore are to:
- Provide avenues for employees to raise genuine concerns internally as a matter of course and receive feedback on actions taken
- Ensure that matters are dealt with quickly and appropriately and ensure that concerns are taken seriously.
- Re-assure employees that they will be protected from reprisals or victimisation for whistleblowing in good faith.
- Allow employees to take the matter further if they are dissatisfied with the response.
4. What is whistleblowing?
The term "Whistleblowing" is used to describe a formal disclosure of alleged corruption, malpractice or wrongdoing made to the appropriate person in authority.
In the case of [Company] this disclosure might be the reporting of suspected wrongdoing or dangers in relation to our activities. This includes bribery, fraud or other criminal activity, miscarriages of justice, health and safety risks, damage to the environment and any breach of legal or professional obligations.
An employee should normally raise concerns to their line manager or where their line manager is the subject of concern, a director. Any issues concerning a director should be raised with the [CEO/Board].
The employee should set out th