Whistleblowing Policy

St Stephen in Brannel Parish Council — Whistleblowing Policy

Adopted: 1 October 2025 (Minute FPC155/25)  |  Review: 2028

Introduction

Employees are often first to notice problems but may fear speaking up. The Council is committed to openness, probity and accountability, and expects serious concerns to be raised. “Whistleblowing” here means internal or external disclosure of malpractice, illegal acts or omissions at work. This policy enables confidential reporting without fear of victimisation or disadvantage and references protections under the Public Interest Disclosure Act 1998.

Scope

This policy applies to employees of St Stephen in Brannel Parish Council; agency/casual workers and contractors performing functions for the Council are encouraged to use it.

Aims

• Encourage employees to raise serious concerns when normal reporting routes are unsuitable.
• Provide alternative avenues for raising concerns.
• Ensure responses are made to concerns.
• Reassure employees that qualifying disclosures will be protected from reprisals or victimisation.

Background

Protected “qualifying disclosures” (made in the public interest with reasonable belief) include information showing: a criminal offence; miscarriage of justice; risk to health and safety; environmental damage; breach of legal obligation; or concealment of any of these. Employees making protected disclosures have the right not to be dismissed, subjected to detriment or victimised. Investigations are the Council’s responsibility; trade union advice may be sought. Contract of employment issues should follow the Grievance Procedure.

Safeguards

Harassment or Victimisation: The Council will not tolerate harassment or victimisation of anyone making a qualifying disclosure and will take steps to protect individuals.

Confidentiality: Concerns are treated in confidence; identities will be protected where possible, though employees may need to act as witnesses following a full investigation.

Anonymous Allegations: Anonymous concerns are less persuasive but may be considered at the Council’s discretion, taking account of seriousness, credibility and likelihood of confirmation.

Unsubstantiated Allegations: No action is taken where a reasonably believed allegation is unproven; frivolous or malicious allegations may lead to disciplinary action.

Procedure for Making a Disclosure

Step One — Raising a Concern: Raise concerns with your line manager wherever possible. If not appropriate, approach the Clerk; if the concern is about the Clerk, raise it with the Human Resources Chairman.

Step Two — How the Council Will Respond: Depending on the nature of the concern, matters may be investigated internally (including disciplinary processes), referred to the Police or External Auditor, or become the subject of an independent inquiry. Initial enquiries will decide the form of investigation; urgent action may be taken before an investigation. Within ten working days you will receive written acknowledgement, an outline of how the matter will be handled, estimated timescales, whether initial enquiries have been made, and whether further investigation will occur.

Contact, Meetings & Support

Contact: The level of contact will depend on the issues, difficulties and clarity of information; further details may be sought.

Attending Meetings: You have the right to be accompanied by a trade union representative or a workplace colleague unconnected to the area of work.

Support: The Council will minimise difficulties arising from raising concerns and, where required, advise on giving evidence in criminal or disciplinary proceedings. Harassment or victimisation of those raising concerns in good faith will not be tolerated. Subject to legal constraints, information about outcomes will be provided.

How the Matter Can Be Taken Further

This procedure provides an internal avenue to raise concerns. If you are not satisfied and believe it right to take the matter further, possible contacts include Protect, the Police, Health and Safety Executive, HM Revenue & Customs, or the External Auditor. If taking a matter outside the Council, take all reasonable steps to avoid disclosing confidential or privileged information; if in doubt, check with the Clerk.