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The whistle blowing policy and procedure should encourage individuals to raise concerns about wrongdoing where appropriate.

Aims and objectives

The whistle blowing policy should outline its aims and objectives. For many employers, the primary aim of introducing a whistle blowing policy is to ensure that workers and other people raise genuine concerns internally, and that they are investigated in a timely and effective manner. The employer’s objectives are likely to include the facilitation of these aims, by providing suitable arrangements and undertakings that help people to feel confident that raising a concern is the right decision and that they will not experience a backlash as a result of making a disclosure.

The policy should explain the fundamental principles on which it is based, including that:

• the employer encourages people to raise concerns internally as soon as there is a reasonable suspicion of wrongdoing;
• the employer will conduct an investigation after a concern has been raised, and act on its findings where appropriate;
• the employer will maintain confidentiality, as far as possible;
• no detrimental action should be taken against those who make a disclosure in accordance with the procedure;
• the penalties set out in the disciplinary procedure may be invoked against those who victimise whistleblowers, and against those who knowingly provide false information; and
• impartial advice will be available free of charge to workers who have concerns about wrongdoing.

Do you need assistance in writing the policy and procedure or help on ensuring you have an open environment, then contact us on enquiries@HRBusCons.co.uk.

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