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Whistleblowing Policy

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Whistleblowing policy

The company is committed to achieving and maintaining the highest possible standards of openness, probity and accountability. Staff are expected to conduct themselves with integrity, impartiality and honesty.

An important aspect of accountability and transparency is a mechanism to enable staff and other members of the Company to voice concerns in a responsible and effective manner. It is a fundamental term of every contract of employment that an employee will faithfully serve his or her employer and not disclose confidential information about the employer’s affairs. Nevertheless, where an individual discovers information which they believe shows serious malpractice or wrongdoing within the organisation, then this information should be disclosed internally without fear of reprisal.

The purpose of this policy and procedure is to enable employees to raise concerns in confidence without fear of victimisation, disciplinary action, subsequent discrimination or disadvantages.

Employees are provided with statutory protection from victimisation or dismissal should they reasonably report a concern. The key pieces of legislation are the Public Disclosure Act 1998, Section 43B of the Employment Rights Act 1996 (amended) and the Enterprise and Regulatory Reforms Acts 2013.

Whistleblowing is a specific means of disclosure of information made by an individual where the individual reasonably believes that one or more of the following is happening now, took place previously or is likely to happen in the future:

a. A criminal offence

b. A failure to comply with a legal obligation

c. A miscarriage of justice

d. Danger to health and safety

e. Damage to the environment

f. A deliberate concealment of information tending to show any of the above



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