Creation Date: Nik Noone Sept 2025
Authorised By: Racheal Zimbler Sept 2025
Next Review Date: Sept 2027
1. Purpose and Scope
Walthew House is committed to the highest standards of openness, integrity, and accountability. This policy encourages staff, volunteers, trustees, and service users to raise concerns about wrongdoing without fear of victimisation or disadvantage.
This policy applies to:
- Employees
- Volunteers
- Trustees
- Service users (in relation to safeguarding or serious misconduct)
While legal protections under the Public Interest Disclosure Act 1998 (PIDA) primarily apply to paid workers, recent case law and Charity Commission guidance support treating volunteers and trustees as whistleblowers in practice[1] [2].
2. What is Whistleblowing?
Whistleblowing is the disclosure of information about suspected wrongdoing that is in the public interest. This includes concerns about:
- Criminal offences
- Breaches of legal obligations
- Miscarriages of justice
- Health and safety risks
- Environmental damage
- Abuse or safeguarding failures
- Financial mismanagement or fraud
- Conduct that violates Walthew House’s policies or values
3. Legal Protections
Under PIDA and the Employment Rights Act 1996, workers are protected from dismissal or detriment for making a protected disclosure. While volunteers and trustees are not automatically covered, recent Employment Appeal Tribunal decisions suggest they may be protected if their role is analogous to employment [1].
Walthew House commits to treating all whistleblowers fairly, regardless of legal status.
4. Raising a Concern
Concerns can be raised:
- Verbally or in writing
- With the Chief Executive
- With the Chair of Trustees if the concern involves senior management
A friend or representative may accompany the whistleblower during meetings.
Concerns should include:
- Background and context
- Dates, names, and locations (if known)
- Why the issue is of public interest
5. Anonymous Disclosures
Anonymous concerns will be considered based on:
- Seriousness of the issue
- Credibility of the concern
- Likelihood of corroboration
6. Investigation and Response
Walthew House will:
- Acknowledge the concern within 10 working days
- Outline how the matter will be handled
- Provide an estimated timeline
- Offer support and guidance
- Confirm whether an investigation will proceed
Investigations may be:
- Internal (management or trustees)
- External (police, safeguarding bodies)
- Referred to regulatory authorities (e.g. Charity Commission)
Urgent action may be taken before an investigation begins.
7. Protection Against Retaliation
Walthew House will not tolerate:
- Harassment or victimisation
- Informal pressure or exclusion
- Disciplinary action for disclosures made in good faith
Malicious or knowingly false allegations may result in disciplinary action.
8. Outcome and Escalation
Where possible, whistleblowers will be informed of the outcome. If dissatisfied, they may escalate concerns to:
- The Charity Commission
- Protect (formerly Public Concern at Work)
- Relevant statutory bodies (e.g. police, HMRC)
9. Policy Review and Training
- Reviewed every two years or after significant incidents
- Staff and volunteers receive induction on whistleblowing
- Trustees are briefed on their rights and responsibilities