Whistleblowing

Whistleblowing is the act of raising a concern about wrongdoing, risk, or unsafe practice within an organisation.

It allows anyone connected to the organisation - whether a staff member, volunteer, trustee, or community member - to speak up when they believe something is not right.

Whistleblowing helps protect people, uphold ethical standards, and make sure that concerns are addressed fairly and responsibly. Commonly known as ‘whistleblowing’, the reporting principles are contained in the Public Disclosure Act 1998 for England, Wales and Scotland and the Public Interest Disclosure (Northern Ireland) Order 1998 for Northern Ireland. In Northern Ireland, the term ‘Raising a concern’ is preferred.

Just like any other organisation, places of worship, community groups, and charities are expected to act responsibly, openly, and in line with the law. This includes meeting the expectations of funders, charity regulators, and other relevant public bodies. You should add a commitment to your safeguarding policy to reflect this.

It may look something like this:

We are committed to:

promoting a safe and transparent environment.
responding to concerns with compassion, fairness, and diligence.
protecting those who raise concerns from retaliation or mistreatment.

Organisations should also have a whistleblowing policy, or an appendix to the safeguarding policy sharing more about what and how someone can raise concerns (this is separate to a complaints policy). Having this guidance available for people supports a culture of openness, integrity, and accountability. It encourages individuals to speak up about concerns relating to malpractice, misconduct, or safeguarding issues, knowing they will be listened to and supported.

What is a whistleblowing concern?

Safeguarding failures or risks to children or adults at risk.
Financial misconduct or misuse of resources.
Breaches of legal or ethical standards.
Behaviour that compromises the organisation’s values or mission.

Who can raise a concern?

Anyone connected to the organisation – including staff, volunteers, trustees, and community members can raise a concern. You do not need proof; a genuine belief that something is wrong is enough.

How to raise a concern

You can speak to:

Your line manager or team leader.
Your Safeguarding Lead or HR representative
A trustee or senior leader.
Your union representative
An external body (see below)
Concerns can be raised verbally or in writing.

What happens next?

Your concern should be acknowledged and reviewed promptly.
An appropriate person should investigate the matter sensitively and fairly.
You should be kept informed where possible, while respecting confidentiality.
Outcomes may include corrective action, support measures, or referral to external authorities.

Protection for whistleblowers

You shouldn’t face disciplinary action or disadvantage for raising a concern in good faith.
Organisations should take steps to protect whistleblowers from retaliation or bullying.
Malicious or knowingly false allegations may be treated as misconduct.
Organisations should respect confidentiality wherever possible and offer anonymous reporting options if needed.

Reporting outside of the organisation

If you feel your concern has not been addressed, or the issue is ongoing, you may contact a prescribed external body, such as:

Your charity regulator
Local authority safeguarding teams
ACAS and trade unions
Other relevant regulators (e.g., Health and Safety Executive)

Consider reporting internally before public disclosure. Speaking to the media may not offer the same protections and could compromise confidentiality or safeguarding outcomes.

Whistleblowing policy

A whistleblowing policy should reflect and draw out the values of the organisation, which may include:

Supporting a culture of integrity
Speak up when something doesn’t feel right.
Support others who raise concerns.
Help build a culture where safeguarding and ethical conduct are everyone’s responsibility.