KC Whistle Blowing Statement

Whistle blowing is where the employee knows, or suspects, that there is some wrongdoing occurring within the organisation and alerts the employer or the relevant authority accordingly. Employees who whistle blow are protected by the Public Disclosure Act 1998.

We encourage the reporting to directors of all matters of serious concern involving a member of staff, and for staff to do so freely and without fear of reprisals or intimidation.  Although this list is not exhaustive, examples of situations in which it might be appropriate for an employee to report a wrongdoing include:

A breach, or potential breach, of health and safety regulation

b) Financial irregularities

c) Harassment of a colleague, client, or other individual

d) Damage to the environment.

e) Committing a criminal offence

f) Professional malpractice

g) Abuse of a client

h) Concealing any information relating to the above

Where an incident of serious concern is alleged, the person making the allegation must report this to a director. Staff will be assured that appropriate enquiries will be carried out discreetly and in confidence. Wherever possible, the identity of the person reporting the allegation of wrongdoing will be kept anonymous.

The person who has raised the issue of wrongdoing will be kept informed of any investigation that is taking place. The staff member will also be kept informed of the outcome of the investigation. It might not always be appropriate to tell the staff member the details of any action that is taken, but the staff member will be informed that action has been taken.

Where preliminary enquiries show that further investigations need to be made than a director will inform the staff member against whom the allegations have been made. Where the offence is of a serious nature, the staff member at the centre of the allegation may be suspended immediately on full pay pending the outcome of the investigation. The staff member will be informed of the necessity for this action and will be assured that, at this point, there is no indication of guilt.

When alerting outside bodies to a potential wrongdoing, staff should always in the first instance talk to a director about a potential wrongdoing. If staff are not satisfied with the response, they are entitled to contact a relevant external body to express the concerns. In doing this, staff should:

a) Have a reasonable belief that the allegation is based on correct facts.

b) Not be making any personal gain from the revelations.

c) Make the disclosure to the relevant body.

A “relevant body’ is likely to be a regulatory body (e.g. the Health and Safety Executive or the Financial Conduct Authority). The media is not a relevant external body. Employees should not contact the media with allegations about the organisation.

Any employee who acts under the Public Disclosure Act 1998 will be protected from any detriment in relation to any allegations that are made. If the employee does not follow the procedure set out, which encompasses the requirements of the Public Disclosure Act 1998, the protection against detriment will not apply. Disclosing information in an inappropriate way (e.g. contacting the media) could result in disciplinary action being taken against the employee, which could include dismissal.