Document & Checklists

Having a simple policy and clear processes helps to inspire confidence that raising concerns will be dealt with an appropriate way.  The below examples aim to provide a starting point to enable organisations to consider what will work well for them.

For every incident that is raised under the whistleblowing policy it is advisable to critically review:

  1. Whether the policy and surrounding infrastructure helped or hindered timely and satisfactory resolution.
  2. Any other factors which may have prevented more immediate reporting such as culture, poor working  relations, lack of trust etc.
  3. How learning can be shared more widely (as appropriate) to maximise learning.

This final point is particularly relevant  as part of effective cultural change programmes.  There is a wide body of academic literature to show that where staff feel able to talk about opportunities to improve in an open and honest way, greater levels of trust and ownership are embedded.

BIS has produced guidance for employers on how to deal with whistleblowing in the workplace. The BIS guidance gives tips on what to include in a whistleblowing policy and how best to communicate the policy to staff. To read the guidance please click here.

NHS Improvement and NHS England have published the first, integrated national NHS  whistleblowing policy. This policy will help standardise the way NHS organisations should support staff who raise concerns.

The full policy document can be found following the link below:

We continue to add materials to this section all the time, however if you feel there is something missing please contact us with your thoughts and this will be added as a new template.