Whistleblowing is when an individual knows, or suspects, that there is some wrongdoing occurring within an organisation and alerts the employer or the relevant authority accordingly. The Public Interest Disclosure Act 1998 (commonly known as the ‘Whistleblowing’ Act) gives protection to individuals, who make protected disclosures when they reasonably believe it is in the public interest for them to do so.

FACT’s policy provides guidelines to all employees of FACT, casual, temporary or agency staff, trainees, volunteers, Board Trustees, contractors or subsidiary companies. who wish to raise concerns in confidence.

The purpose of the policy is:

· to provide guidance for those wishing to make a disclosure

· to provide guidance around whistleblowing and what this may include

· to encourage prompt resolution of all issues and concerns

Procedures and contacts for raising concerns are detailed in our full policy.

If you want to raise the matter in confidence, we will ensure that practical measures are put in place to protect your identity. Once you have reported your concern, we will look into it to assess initially what action should be taken. You may be asked how you think the matter might best be resolved. We will institute the appropriate enquiries and/or investigations. We will tell you who is handling the matter and how you can contact them.

An individual should always, in the first instance, talk to a manager, head or CEO in FACT, or a trustee of FACT, about a potential wrongdoing. If the individual is not satisfied with the response, s/he is entitled to contact a relevant external body to express the concerns. A “relevant body” is likely to be a regulatory body (e.g. the Health and Safety Executive, or the Financial Services Authority).

Any individual who makes a protected disclosure or takes action under the Public Interest Disclosure Act 1998 will be protected from suffering any detriment for having raised their concerns, including victimisation by the organisation or by colleagues.