As an employer it is good practice to create a transparent and safe working environment where workers can speak up. Although the law does not require employers to have a whistleblowing policy, the existence of this shows commitment to listening to workers’ concerns. Clear whistleblowing policies demonstrate that the organisation welcomes information being brought to the attention of management, at the highest level. To support ethics and compliance and health and safety.
Whistleblowing hotline for confidential reporting
Employees are often the first people to witness any unethical behaviour within an organisation. By making it easy for them to make a protected disclosure, you can resolve any wrongdoing and even protect lives.
Our whistleblowing service includes a confidential whistleblowing hotline to ensure employees are listened to as part of your overall approach to risk management.
Employees often worry about making a disclosure about any wrongdoing they witness, for fear of reprisal. Or due to concern that no action will be taken.
By providing access to our confidential whistleblowing hotline, you will find employees feel more confident reporting any wrongdoing they witness.
As an employer it is good practice to create a transparent and safe working environment where workers can speak up.Request a call back to learn more
Our whistleblowing service encourages employees to make disclosures internally, to avoid them having to expose wrongdoing via a third party.
As a best practice whistleblowing service provider, the confidentiality of individuals who discloses information will be maintained at all times.
By encouraging staff to ‘blow the whistle’ if needed, we can help you to create an open and honest culture. Where employees feel safe to speak up.
In addition to protecting individuals, all disclosures are treated seriously and consistently. With information passed to nominated personnel in a timely manner.
WHISTLEBLOWER PROTECTION ACT
Whistleblowing service responsibilities
In line with UK Government’s whistleblowing guidance and code of practice for employers, a worker who makes a disclosure must reasonably believe two things:
1. They are acting in the public’s interest (meaning personal grievances and complaints are not usually covered by whistleblowing law)
2. Past, present or likely future wrongdoing falling into one or more of the following categories:
- criminal offences (this may include, for example, types of financial impropriety such as fraud)
- failure to comply with an obligation set out in law
- miscarriages of justice
- endangering of someone’s health and safety
- damage to the environment
- covering up wrongdoing in the above categories
Whistleblowing law is located in the Employment Rights Act 1996 (as amended by the Public Interest Disclosure Act 1998). It provides the right for a worker to take a case to an employment tribunal if they have been victimised at work. Or lost their job because they have ‘blown the whistle’.
Clear whistleblowing policies demonstrate that the organisation welcomes information being brought to the attention of management, at the highest level. To support ethics and compliance and health and safety.Request a call back to learn more
Whistleblowing Service FAQs
Frequently asked questions
It is in the organisation’s best interests to deal with a whistleblowing disclosure when it is first raised by a worker. An effective whistleblowing service allows the organisation to investigate promptly and ask further questions of a worker, in confidence. Organisations that embrace whistleblowing, as an important source of information, find they are better able to support risk management. Whistleblowing can also improve health and safety and even protect lives.
Yes. In addition to allowing the individual disclosing information to remain anonymous, PAM’s whistleblowing service also allows for emotional support. We recognise that whistleblowing can be a difficult and anxiety provoking experience. So, depending on what the employee has witnessed, or experienced, we can also provide employee counselling as required. Assuming your organisation also holds an Employee Assistance Programme (EAP) with us or wants to pay for this separately.
Organisations that embrace whistleblowing, as an important source of information, find they are better able to support risk management.Request a call back to learn more
Benefits of working with us
PAM Wellbeing’s whistleblowing services help create an open culture
We ensure employees feel safe raising concerns without fear of recrimination
We help you generate better information to manage and reduce risk
Our service is based on best practice and decades of experience