Whistleblowing policy
How to raise a serious concern about wrongdoing, and the protection you have when you do.
Last updated 10 September 2026
Purpose
We want anyone who works with us to feel able to speak up about wrongdoing without fear. This policy explains what to raise, how to raise it and what happens next.
What to raise
- A criminal offence, fraud or financial irregularity.
- A failure to comply with a legal or regulatory obligation.
- A risk to the health and safety of any person.
- Damage to the environment.
- Bribery, corruption, modern slavery or discrimination.
- Deliberate concealment of any of the above.
How to raise it
Raise the concern with your manager where you can. If that is not appropriate, or nothing happens, contact a director or use our contact form and mark it as a whistleblowing concern. Concerns can be raised anonymously, although it is harder to investigate a concern we cannot ask questions about.
What happens next
We acknowledge every concern, decide the right form of investigation, and tell you the outcome as far as confidentiality and the law allow. Concerns are handled confidentially and shared only with those who need to know.
Protection
Nobody who raises a genuine concern in good faith will suffer dismissal, disciplinary action or any other detriment, even if the concern turns out to be mistaken. Deliberately false or malicious allegations may be treated as a disciplinary matter.
You may also report a concern to a prescribed regulator. Nothing in this policy prevents you from doing so.
Questions about this policy?
Every enquiry comes to us through one form, and we route it to the right team.