Whistleblowing is the term used to describe the disclosure of information about suspected wrongdoing or dangers identified at work.
We believe that anyone who raises any type concern about work that they believe to be true should be treated with respect and should not suffer as a result. Some examples of whistleblowing concerns include:
- Any criminal offence (such as fraud or theft)
- Any breach of a legal obligation or duty
- A miscarriage of justice
- A danger to the health and safety of any individual
- Dangers to the environment
- Deliberate concealment of information tending to show any of the above five matters
How to raise a concern
Usually, the first step is to contact your manager, who is then required to refer the matter to the appropriate officer.
If you don’t feel able to approach your manager, you can raise a concern to the whistleblowing officer whose contact details can be found in the whistleblowing policy.
Concerns may be raised orally or in writing on the whistleblowing form, a letter or email.
We believe that any worker should feel confident and able to voice whistleblowing concerns openly under this policy. However, we accept that some workers may wish to raise a concern confidentially or anonymously.
The Employment Rights Act 1996 provides protection under the law for whistleblowers, and any whistleblower will be protected and supported by the Council.