Values-driven concern resolution
Our approach reflects core values that prioritise client service excellence and optimal working environments, recognising that effective concern resolution mechanisms strengthen organisational resilience whilst maintaining professional standards across all operational activities.
The framework enables responsible, transparent and professional management of potential malpractice concerns, creating systematic approaches to risk identification and resolution that protect both individual contributors and broader organisational interests.
Comprehensive coverage framework
This policy encompasses all personnel including permanent and fixed-term staff, agency workers, consultants, contractors, work experience participants and third parties maintaining relationships with our organisation or interacting with team members.
Universal application ensures consistent standards across all operational levels whilst creating accessible reporting mechanisms that accommodate diverse working arrangements and professional relationships within our extended organisational network.
Risk identification and malpractice prevention
The policy addresses concerns affecting clients, staff, organisational integrity, suppliers and public interest, encompassing health and safety risks, environmental dangers, legal obligation breaches, professional negligence, financial misconduct, client wrongdoing, professional body standard failures, bribery, corruption and concealment attempts.
Coverage extends to violations of internal conduct codes where behaviour fails to meet organisational values and professional standards, ensuring comprehensive protection against conduct that threatens operational integrity or stakeholder confidence.
Employment matter differentiation
Personal employment concerns fall outside this framework and require resolution through established grievance procedures, maintaining clear distinctions between whistleblowing issues affecting others and individual employment complaints requiring separate resolution mechanisms.
Money laundering concerns follow specific procedures outlined in dedicated anti-money laundering protocols, whilst client service complaints utilise complaint procedures detailed in general terms and engagement conditions.
Protection mechanisms and legal compliance
Contributors require only honest and reasonable suspicion of malpractice rather than definitive proof, with genuine concern reporting protected against job loss or detriment regardless of subsequent investigation outcomes.
Public Interest Disclosure Act 1998 provides statutory protection for qualifying disclosures made in public interest, offering legal safeguards against detriment for whistleblowers meeting legislative conditions whilst ensuring regulatory compliance across all reporting activities.
Anti-retaliation enforcement
Zero tolerance for victimisation or harassment of concern contributors ensures serious investigation of alleged mistreatment under disciplinary procedures, with proven cases constituting potential gross misconduct resulting in dismissal without notice or payment in lieu.
Malicious false allegations constitute gross misconduct subject to disciplinary investigation and potential dismissal, whilst individuals may pursue employment claims against colleagues for detriment, victimisation, bullying or harassment related to whistleblowing activities.
Reporting mechanisms and escalation pathways
Internal reporting begins with line managers or directors through oral or written communication, with escalation to alternative partners or management unit leaders when direct reporting proves inappropriate or ineffective.
External confidential reporting utilises Feedcall services, providing independent external reporting with complete confidentiality, skilled call handlers and anonymous reporting options without audio recording, with service details displayed throughout all office locations.
Investigation protocols and timelines
Investigations commence within one month of concern reporting, with Head of Quality notification ensuring appropriate response coordination whilst maintaining confidentiality between contributors, recipients and necessary partners or HR personnel.
Legal requirements may necessitate third-party disclosure of investigation information, with contributors receiving notification of such disclosures whilst maintaining maximum confidentiality protection throughout investigation processes.
Follow-up procedures and outcome reporting
Contributors receive written investigation findings reports, with well-founded concerns generating additional reporting to Head of Quality for appropriate action implementation across relevant operational areas.
Unsatisfactory responses trigger escalation to Head of Quality for investigation review and conclusion reporting within one month, with inadequate investigation outcomes enabling external reporting to prescribed regulatory bodies including Health & Safety Executive, Environment Agency, HM Revenue & Customs, Financial Conduct Authority and Institute of Chartered Accountants in England and Wales.
External guidance and professional support
Public Concern at Work charity provides free confidential advice for individuals uncertain about concern reporting processes, offering professional guidance that supports effective utilisation of whistleblowing mechanisms whilst ensuring appropriate protection and procedural compliance.
Malicious external allegations constitute gross misconduct subject to disciplinary investigation and potential dismissal without notice or payment in lieu, maintaining clear distinctions between legitimate concern reporting and harmful false accusations.
Governance oversight and reporting accountability
Head of Quality maintains centralised records of all whistleblowing allegations whilst providing investigation outcome reporting to National Executive and Independent Non-Executives, ensuring governance oversight and accountability for concern resolution effectiveness across organisational levels.