Policy and procedure—whistleblowing


Published by a UUÂãÁÄÖ±²¥ Employment expert
Precedents

Policy and procedure—whistleblowing


Published by a UUÂãÁÄÖ±²¥ Employment expert

Precedents
imgtext

    1. 1

      Purpose and scope

      1. 1.1

        All organisations face the risk of things going wrong or of unknowingly harbouring malpractice.

      1. 1.2

        The Company takes malpractice very seriously. We are committed to conducting our business with honesty and integrity and we expect all staff to maintain high standards too. We encourage open communication from all those who work for us and we want everyone to feel secure about raising concerns.[ The Company will provide regular training to all staff in relation to Whistleblowing law and this policy.]

      1. 1.3

        All staff have protection under whistleblowing laws if they raise concerns in the correct way. This policy is designed to give staff that opportunity and protection.

      1. 1.4

        It does not matter if an individual who raises a concern is mistaken about it—staff do not have to prove anything about the allegation they are making but they must reasonably believe that the disclosure is made in the public interest and that the information they have tends to show some malpractice.

      1. 1.5

        This policy applies to all employees, officers, consultants, contractors of the Company and to other workers within the Company including

Powered by Lexis+®
Jurisdiction(s):
United Kingdom
Key definition:
Whistleblowing definition
What does Whistleblowing mean?

workers are protected against retaliatory dismissal or detrimental treatment where they make a 'protected disclosure' to the employer or to some other prescribed person. It must be a disclosure of information which the worker reasonably believes is made in the public interest and tends to show certain types of wrongdoing.

Read more

Popular documents

The term of trust and confidence

The term of trust and confidenceThis Practice Note analyses the term or duty of mutual trust and confidence (in a fiduciary sense) implied or imposed into every contract of employment.The nature of the term or dutyEvery contract of employment is treated as containing a term of trust and confidence.

Recognised training contract—trainee solicitor

Recognised training contract—trainee solicitorRecognised Training Contract dated [insert date]Parties1[Insert name of firm] [of [insert address] OR an LLP incorporated in [England and Wales] under number [insert registered number] whose registered office is at [insert address]] (the 'Firm');

Career breaks and sabbaticals

Career breaks and sabbaticalsSTOP PRESS—Impact of the Retained EU Law (Revocation and Reform) Act 2023: This document contains references to retained EU law (REUL) and associated terms introduced by the European Union (Withdrawal) Act 2018 in connection with Brexit. From 1 January 2024, REUL that

Secondments

SecondmentsThis Practice Note considers the legal and practical aspects of setting up, managing and terminating a secondment, and identifies key issues to be dealt with when it comes to drafting or reviewing a secondment agreement.An employee is typically placed on secondment if they are temporarily