We are committed to the highest possible standards of openness, honesty and accountability. In line with that commitment we encourage employees and others with genuine serious concerns about any aspect of the settings operations to come forward and voice those concerns. This policy makes it clear that employees, parents/carers and others can do so without fear of reprisals. The Whistleblowing policy is intended to encourage and enable employees and others to raise such concerns within our settings rather than overlooking the problem.
This policy aims to:
➢ Provide avenues for you to raise genuine concerns and receive feedback on any action taken. ➢ Allow you to take the matter further if you are dissatisfied with the outcome or response.
➢ Reassure you those steps will be taken to protect you from reprisals and victimisation for whistleblowing in good faith.
This Whistleblowing policy is intended to cover genuine concerns that fall outside the scope of other procedures. That concern may be about something that:
➢ Is against the policies and procedures of the settings.
➢ Falls below established standards of practice.
➢ Amounts to improper conduct.
➢ Is a Health and Safety risk, including risks to the public as well as children, other colleagues, parents/carers and others
➢ Contributes to a safeguarding risk involving children in the settings care. The procedure will be communicated to all employees as well as parents/carers, students and others.
➢ The first step is to report the concern to the manager. This may, however, depend upon the seriousness and sensitivity of the issues involved and who is suspected of any wrongdoing.
➢ If you believe that the settings manager is involved you should take your concerns to the owners of the settings.
➢ Concerns may be raised verbally or in writing, and will be treated in confidence.
➢ Staff who wish to make a written report are advised to set out the background and history of the concern, giving names, dates and places, where possible and the reasons for the disclosure. (Although a member of staff is not expected to prove beyond doubt the truth of the allegation, they will need to demonstrate that they have an honest and reasonable suspicion that malpractice has occurred, is occurring or is likely to occur).
➢ In order to protect a member of staff who raises a concern and those accused of wrong-doing, initial enquiries will be made to decide whether an investigation is appropriate and if so, what form it should take. ➢ Some concerns may be resolved by agreed action without the need for investigation.
➢ If urgent action is required this will be taken before any investigation is conducted.
➢ Staff will be told how the setting proposes to deal with a concern within 10 working days of the issue being raised.
➢ The settings will make every effort not to reveal the identity of anyone raising a concern in good faith, however, at the appropriate time a member of staff may need to come forward as a witness.
➢ If an allegation is not confirmed by the investigation but made in good faith then no action will be taken against the complainant, however if a member of staff makes an allegation frivolously, maliciously or for personal gain then they may be subject to disciplinary action.
You must not:
➢ Investigate the matter yourself.
➢ Alert those suspected of being involved
➢ Tell anyone other than the designated persons ( Manager /Co-owner)
External bodies to whom a concern can be reported (in the absence of confidence in the manager include:
➢ 0300 123 3155 (Monday to Friday 8.00am to 6.00pm) or Email email@example.com
➢ The Local Authority Designated Officer or the Local Safeguarding Children’s Board (if the
concern is a child protection issue). 0845 606 1212 or 0300 1230 779
➢ The police (if a crime is thought to have been committed.
➢ The Whistleblowing charity Protect for advice.
CREATED: AUGUST 2019 REVIEWED: AUGUST 2021 NEXT REVIEW: AUGUST 2022