Whistleblowing Policy September 2024 - Legal Protection for Workers with Concerns at Work
In this section
- What is this about?
- What legal protection do I have?
- Will I be protected if I make a public disclosure?
- What support can I expect?
- What is the Council’s attitude to malpractice in the workplace?
- Who can blow the whistle?
- What can I blow the whistle about?
- How does the policy fit in with other Council policies?
- What if I am already involved in another HR procedure?
- How does this policy fit with the Members’ Code of Conduct?
- What if I want to make anonymous allegations?
- Is my identity kept confidential?
- How do I raise a concern?
- What happens after I have raised my concerns?
- How will we deal with your concerns?
- What happens if my concerns are not confirmed after an investigation?
- What happens if I am not happy with the Council’s response?
- Who is responsible for this policy?
- What happens to your ‘information’ and ‘personal data’?
- Appendices
What happens after I have raised my concerns?
40. Your Contact Officer will be the person with whom you will have all future contact in respect of your concern, and if an investigation takes place (see below) s/he will be your be your primary contact for feedback.
41. We will need to get the details set out in writing as soon as possible. If you do not want to put your concerns in writing, then that’s alright, your Contact Officer can do this for you instead and support you in expressing the background and history of your concern, giving names, dates and places where possible and the reason why you are particularly concerned about the situation. The earlier your concerns are expressed the easier it is to take action.
42. Although you are not expected to prove the truth of an allegation, you will need to demonstrate to your Contact Officer that there are reasonable and sufficient grounds for your concern.