Purpose
The purpose of this policy is to encourage employees to raise genuine concerns about unsafe, unethical or unlawful practice without fear of unfair treatment or retaliation.
Beyond Words CIC is committed to maintaining the highest standards of safeguarding, integrity, professionalism and accountability. Employees are encouraged to speak up if they believe that a child, colleague, family member or the organisation may be at risk.
The organisation recognises that concerns raised early can prevent harm, improve practice and protect children, employees and the reputation of Beyond Words.
Legal and Professional Framework
This policy has been developed in accordance with relevant legislation and recognised guidance, including but not limited to:
- Public Interest Disclosure Act 1998 (PIDA)
- Employment Rights Act 1996
- Children Act 1989
- Children Act 2004
- Working Together to Safeguard Children (2025)
- Equality Act 2010
- Health and Safety at Work etc. Act 1974
Beyond Words will review this policy regularly to ensure it reflects current legislation and best practice.
Scope
This policy applies to all employees working on behalf of Beyond Words CIC.
It covers concerns relating to:
- safeguarding
- health and safety
- professional misconduct
- unsafe practice
- fraud or financial misconduct
- breaches of organisational policies
- discrimination, bullying or harassment
- unlawful activity
- any practice that may place children or others at risk
This policy should be read alongside the organisation's:
Our Commitment
Beyond Words is committed to:
- promoting an open and honest culture
- encouraging employees to raise genuine concerns
- listening to concerns fairly and respectfully
- investigating concerns appropriately
- protecting employees from unfair treatment when concerns are raised in good faith
- complaints made maliciously or knowingly containing false information may be managed separately where appropriate
- taking appropriate action where poor practice is identified
Employees will not be disadvantaged for raising genuine concerns honestly, even if those concerns are not ultimately substantiated.
Roles and Responsibilities
- Founder & Director The Founder & Director is responsible for:
- creating a culture where employees feel able to speak up
- receiving and responding to whistleblowing concerns
- ensuring concerns are investigated fairly
- maintaining confidentiality where appropriate
- protecting employees from victimisation
- taking appropriate action where concerns are upheld
- reviewing this policy regularly
- Employees Employees are responsible for:
- raising concerns promptly
- acting in good faith
- providing honest and accurate information
- cooperating with investigations where required
- maintaining confidentiality during investigations
Employees should not ignore concerns that may affect the safety or wellbeing of children or others referring any complaint they are unable to resolve informally to the Founder & Director without unnecessary delay.
Raising a Concern
Employees should raise concerns as soon as possible.
Concerns may be raised verbally or in writing and should include, where possible:
- a description of the concern
- relevant dates and times
- names of individuals involved (if known)
- any supporting information
- why the employee believes the concern should be investigated
Employees are not expected to prove wrongdoing but should have a genuine belief that the concern is in the public interest or relates to unsafe or improper practice.
Responding to a Concern
The Founder & Director will:
- acknowledge receipt of the concern where appropriate
- assess the information provided
- decide what action is required
- carry out or arrange an appropriate investigation
- maintain confidentiality as far as reasonably practicable
- keep the employee informed where appropriate
If the concern relates to safeguarding, the Safeguarding & Child Protection Policy will be followed immediately.
Confidentiality and Protection
Beyond Words will make every reasonable effort to protect the identity of an employee who raises a concern.
Information will only be shared with those who need to know in order to investigate or manage the concern.
No employee will suffer unfair treatment, harassment or victimisation for raising a genuine concern in good faith.
However, knowingly making false or malicious allegations may result in appropriate action.
Monitoring and Review
The Founder & Director will:
- review whistleblowing concerns to identify patterns or trends
- ensure lessons learned are implemented
- review organisational policies where necessary
- identify employee training needs
- promote a culture of openness and accountability
This policy will be reviewed annually or sooner if legislation, guidance or organisational practice changes.