Whistle-blowing Policy

Whistle - Blowing - Policy and Procedures

The Public Interest Disclosure Act 1998 protects workers who “blow the whistle” about wrongdoing. It applies where a worker has a reasonable belief that their disclosure tends to show one or more of the following offences or breaches:

  • A criminal offence
  • The breach of a legal obligation
  • A miscarriage of justice
  • A danger to the health and safety of any individual
  • Damage to the environment
  • Deliberate covering up of information tending to show any of the above

Laleham Church Playgroup strongly supports measures which protect whistleblowers from any form of victimisation. Laleham Church Playgroup has a procedure to ensure that concerns are dealt with effectively and efficiently and will do all that they can to preserve the confidentiality of workers who raise such concerns.

Staff who genuinely believe that people they work with are behaving in a way that seems wrong or have a serious concern about an aspect of the provision will be doing their duty and acting in the public interest by speaking out.

Agreed Procedures

  1. How to raise a concern
    • Laleham Church Playgroup seeks to encourage and enable individuals to disclose information through appropriate channels first, rather than going directly to an outside person or body. As a first step, concerns should normally be raised with the playgroup manager, Louise Hawthorn, or her deputy, Wendy Williams. Depending on the seriousness and sensitivity of the issues involved and who is suspected of any wrong doing staff may prefer to raise their concerns with Andrea Stevens (nominated individual of All Saints Parochial Church Council); Jan Vince (All Saints’ PCC Children’s Advocate, contact for Safeguarding concerns); Surrey Supporting Children Team or Ofsted
    • Concerns may be raised verbally or in writing. Staff who wish to make a written report are advised to set out the background and history of the concern, giving names, dates and places (where possible) and the reasons for making the disclosure. Although a member of staff is not expected to prove beyond doubt the truth of the allegation, they will need to demonstrate that they have an honest and reasonable suspicion that malpractice has occurred, is occurring or is likely to occur.

  1. What will happen once a concern is raised
    • Laleham Church Playgroup will respond to any concern raised.
    • Initial enquiries will be made to decide whether an investigation is appropriate, and, if so, what form it should take. This is to protect both the whistle blower and those accused of wrong doing.
    • Concerns and allegations which fall within the scope of specific policies/procedures (for example safeguarding, conduct or discrimination issues) will normally be referred for consideration under those procedures.
    • Some concerns may be resolved by agreed action without the need for investigation
    • If urgent action is required this will be taken before any investigation is conducted.
    • Staff will be told how Laleham Church Playgroup proposes to deal with a concern within 10 working days of the concern being brought to our attention.

  1. Confidentiality
    • All concerns will be treated in confidence and every effort will be made not to reveal a staff member’s identity, if they so wish. However, while making all reasonable efforts to maintain the confidentiality of the matter as a whole, at a certain stage in the investigation it will be necessary to make the origin of the complaint known to the person or persons whom the allegations concern.
    • All concerns raised within the remit of this procedure will be assessed to determine if the confidentiality should extend to withholding the name of the complainant. There shall be a substantial reason for doing so, such as a real risk of personal harm.
    • Complainants should be aware that their identity may be revealed by inference.

  1. Untrue Allegations
    • Laleham Church Playgroup accepts that deciding to report a concern can be very difficult and distressing. If a member of staff makes an allegation in good faith, but it is not confirmed by the investigation, no action will be taken against them.
    • If it is found that a member of staff has made an allegation frivolously, maliciously or for personal gain, disciplinary action may be taken against them.

This policy and procedure was agreed by Laleham Church Playgroup at a meeting on...5th September  2018

Signed on behalf of Laleham Church Playgroup...........................................

Contact  details :

Louise Hawthorn  01784 880958  l.hawthorn@sky.com

Wendy Williams  01784 453261

Andrea Stevens  01932 225236  Jan Vince  01932 560515

All Saints PCC    All Saints’ PCC Children’s Advocate

11 Bruce Avenue      c/o The Parish Office

Shepperton  The Broadway

TW17 9DP  Laleham

 TW18 1RZ

Surrey Supporting Children Team  01372 833833

Fairmount House

Bull Hill


KT22 7AH

Ofsted Whistleblowing Hotline  0300 123 3155  whistleblowing@ofsted.gov.uk


Piccadilly Gate

Store Street


M1 2WD

“Public Concern at Work” - an independent charity whose lawyers can give free confidential advice about how to raise a concern about malpractice at work.

0207 404 6609  www.pcaw.co.uk