What is Whistleblowing?
Whistleblowing occurs when an employee or worker provides information to their employer or a regulator which has come to their attention in the workplace. They are making a disclosure in the public interest and this would occur when a worker raises a concern about danger or illegality that affects others.
This policy is designed to provide clear guidance and a procedure for Parity employees to raise issues of concern and/or disclose information within Parity or to the relevant authorities which they believe relate to illegal or improper conduct or practise.
This document outlines the Whistleblowing Policy to be used by employees and workers across Parity Group. In addition temporary workers and contractors who perform functions in relation to the Company are encouraged to use it.
It is designed to enable employees of the Company to raise concerns internally and at a high level and to disclose information which the individual believes shows malpractice or impropriety. The policy is intended to cover concerns which are in the public interest which could include:
Certain aspects of the Whistleblowing Policy are determined by current legislation. Should any changes in the relevant legislation result in the Whistleblowing Policy not meeting these legal requirements, then that aspect of the Whistleblowing Policy will automatically be superseded by the new statutory requirement.
If you have a complaint relating to your personal circumstances in the workplace including matters in relation to your Employment Contract, then you should use the Company’s Grievance Policy.
Principles
Parity encourages a culture of openness and transparency and believes that employees should be comfortable in bringing concerns forward in the knowledge that they will be taken seriously and that there will be no adverse repercussions where they have acted in the public interest.
Whilst Employment Contracts at Parity require employees not to disclose confidential information about the employer’s affairs, where an individual discovers information they believe show serious malpractice or wrongdoing within the organisation then this this information should be disclosed internally in accordance with this policy, and externally if necessary, without fear of reprisal.
Parity would therefore encourage all employees to raise any concerns they may have about the conduct of others in the business or the way in which the business is run under the procedure outlined in this Policy in the first instance. The aim of this Policy is to provide an internal mechanism for reporting, investigating and remedying any workplace wrongdoing. It is therefore the aim that employees will not find it necessary to alert external organisations.
Qualifying Disclosures
The Public Interest Disclosure Act 1998 protects Whistleblowers from suffering detriment in employment. A ‘qualifying disclosure’ under the Act is one that is made in the public interest by an employee who has a reasonable belief that:
It is not necessary for an employee to have proof that such an act is being, has been or is likely to be committed – a reasonable belief is sufficient, even if that belief later turns out to be wrong. It is Parity’s responsibility, not the employee’s, to ensure an appropriate investigation takes place.
Protected Disclosures
This policy is designed to offer protection to those employees who disclose such concerns provided the disclosure is made:
The following points should be noted:
Confidentiality
The Company will treat disclosures in a confidential and sensitive manner. However the investigation process may require the individual making the disclosure to provide a statement as part of the evidence required.
Procedures for Making a disclosure
In the event that you wish to report a disclosure under this Policy the procedure is as follows.
Queries
If you have any queries about the Whistleblowing Policy, please contact Sarah Cooke, Head of Human Resources s.cooke@parity.net.