Whistleblowing Policy, Procedures, and Guidance

1. Introduction

This procedure is designed to encourage a free and open culture in Sefton Support Group dealings between volunteers, employees, and all people who engage in the charity’s business and legal relations.

Sefton Support Group recognises that effective and honest communication is essential for addressing malpractice and ensuring the success of the organisation. Employees and volunteers with knowledge of wrongdoing have a duty to disclose such concerns so that appropriate action may be taken.

2. Definition

“Whistleblowing” occurs when an individual discloses in good faith that one of the following circumstances is occurring, has occurred, or may occur within Sefton Support Group, and considers the action to be dangerous, illegal, or corrupt:

• A criminal offence
• Failure to comply with legal obligations
• A miscarriage of justice
• Actions endangering the health or safety of staff, volunteers, or the public
• Actions that bring Sefton Support Group into disrepute
• Actions that cause damage to the environment
• Unauthorised or fraudulent use of charitable funds
• Sexual, physical, or mental abuse of clients
• Potential self-harm
• The deliberate concealment of any of the above

3. Principles

• In most cases, raising concerns internally is the most appropriate course of action.
• It is not necessary to prove malpractice; a reasonable suspicion is sufficient.
• By raising concerns at an early stage, Sefton Support Group can take steps to safeguard its staff and organisation.
• Employees or volunteers who disclose in good faith and reasonably believe their concerns to be true will be protected from harassment or bullying.
• However, disclosures made in bad faith, for personal gain, or based on false information will be considered a disciplinary offence, potentially leading to dismissal.

4. How to Raise a Concern

• Employees or volunteers should raise concerns confidentially with a Trustee or member of the management team.
• If this is not possible or appropriate, they should raise it with the Chair.
• Concerns may be raised orally, but a written report may be requested.

5. Investigation

The person receiving the concern will acknowledge it within 10 working days. The Trustees will decide on an appropriate response, which may include:

• Internal investigation
• Referral to an external independent party, such as an auditor or the police

The investigator will:

• Treat the matter confidentially where possible
• Conduct an appropriate and objective assessment
• Keep the individual informed of progress without breaching confidentiality
• Ensure appropriate actions are taken to resolve the issue
• Report concerns to the Trustees/Management Committee
• Ensure the working environment is not prejudiced against the whistleblower

The whistleblower has the responsibility to:

• Follow the internal process before escalating externally
• Attend hearings as a witness if necessary

If required to attend a meeting, the whistleblower has the right to be accompanied by a colleague or representative (not acting in a legal capacity).

6. After the Investigation

If the whistleblower is dissatisfied with the outcome, they may submit a report explaining their concerns. The case will be re-investigated if there is good reason to do so.

7. Confidentiality

Employees and volunteers have the right to raise concerns confidentially. Every effort will be made to protect their identity, but in cases where formal action is required, their involvement may be necessary as a witness. If this occurs, the individual will be informed at the earliest opportunity.

This is the Whistleblowing Policy of Sefton Support Group.