- Purpose
Ionic Recruitment Ltd is committed to conducting its business with honesty, integrity, transparency and accountability.
This Whistleblowing Policy provides a safe and confidential way for workers and other relevant individuals to raise genuine concerns about suspected wrongdoing, malpractice or unlawful conduct. The organisation will ensure that concerns are taken seriously and that no person is subjected to retaliation for raising a genuine concern in good faith.
- Scope
This policy applies to all employees, workers, contractors, consultants, agency workers, volunteers, officers and directors of Ionic Recruitment Ltd.
Where appropriate, concerns may also be raised by suppliers, customers, business partners and other individuals who have a genuine connection with the organisation.
- What Can Be Reported
A whistleblowing concern may include, but is not limited to:
- Criminal activity, fraud, bribery, or corruption
- Theft, financial misconduct, or deliberate falsification of records
- Serious breaches of legal or regulatory requirements
- Serious health and safety risks
- Environmental damage or serious environmental misconduct
- Abuse, exploitation, or serious mistreatment
- Concealment or deliberate destruction of information relating to wrongdoing
- Serious conflicts of interest or abuse of authority
- Unethical conduct that could cause serious harm to the organisation, its workers, customers, the public, or the environment
Whistleblowing is generally intended for serious wrongdoing or risks affecting the wider organisation or public interest. Personal employment grievances, such as individual disputes, bullying allegations, or dissatisfaction with management, should normally be raised through the organisation’s grievance or complaints procedure unless the circumstances also constitute a whistleblowing concern.
- Who Can Raise a Concern
You do not need to be certain that wrongdoing has occurred before raising a concern. You should have reasonable grounds for believing that the information you provide may indicate wrongdoing.
Concerns should be raised honestly and in good faith. Deliberately making a false or malicious allegation may result in disciplinary or other appropriate action.
- How to Raise a Concern
Concerns can be raised with:
Whistleblowing Contact: Ian Hetherington
Email: [email protected]
Telephone: 01925 748 320
Individuals are encouraged to provide as much relevant information as reasonably possible, including:
- What happened or is suspected to have happened
- When and where it occurred
- Who was involved
- Any relevant documents, records, or other evidence
- The potential impact or risk
- The names of any witnesses, where known
Concerns may be raised verbally or in writing. Anonymous reports will be accepted where practicable, although anonymity may make it more difficult to investigate the concern or provide feedback.
- Confidentiality
Ionic Recruitment Ltd will handle whistleblowing concerns sensitively and, where possible, confidentially.
Information about the identity of the person raising a concern will only be disclosed where there is a legitimate reason to do so, where required by law, or where necessary for a fair and effective investigation.
Individuals should not discuss a whistleblowing concern with colleagues or other parties unless authorised or necessary for the proper handling of the concern.
- Protection From Retaliation
Ionic Recruitment Ltd does not tolerate retaliation against anyone who raises a genuine concern under this policy.
Retaliation may include dismissal, disciplinary action, harassment, intimidation, threats, detrimental treatment, discrimination, or other adverse treatment because an individual has raised a concern or participated in an investigation.
Any suspected retaliation should be reported promptly to Ian Hetherington.
Appropriate action will be taken where retaliation is established.
- Investigation Process
All concerns will be assessed promptly and objectively.
Depending on the nature of the concern, the organisation may:
- Acknowledge receipt of the concern where appropriate.
- Conduct an initial assessment to determine the appropriate course of action.
- Appoint an independent or suitably qualified investigator where necessary.
- Gather and review relevant documents and evidence.
- Interview relevant individuals.
- Take appropriate measures to protect confidential information and evidence.
- Determine whether further action is required.
- Communicate the outcome to the person who raised the concern where it is lawful and appropriate to do so.
Investigations will be conducted fairly and without assuming that allegations are either true or false before the evidence has been considered.
- Conflicts of Interest
Anyone responsible for handling or investigating a concern must declare any actual, potential, or perceived conflict of interest.
Where a conflict exists, an alternative person should be appointed to handle or investigate the matter.
- External Reporting
Individuals may have legal rights to report certain concerns to an appropriate external regulator, public authority, law-enforcement body, or other prescribed organisation.
Nothing in this policy is intended to prevent or discourage a person from making a disclosure where they are legally entitled or required to do so.
Ionic Recruitment Ltd will provide information about relevant external reporting channels where appropriate.
- Data Protection and Record Keeping
Information relating to whistleblowing reports will be handled in accordance with applicable data protection and privacy laws.
Records will be retained securely for an appropriate period, taking account of legal, regulatory, operational, and evidential requirements.
Access to whistleblowing records will be restricted to authorised individuals with a legitimate need to access them.
- Malicious or Deliberately False Reports
The organisation recognises that concerns may sometimes be raised in error.
A person will not be penalised simply because a concern is ultimately found to be unsubstantiated, provided it was raised honestly and with reasonable grounds.
However, deliberately fabricated, malicious, or knowingly false allegations may result in disciplinary or other appropriate action.
- Responsibilities
All workers and other eligible individuals are responsible for raising genuine concerns promptly and cooperating honestly with investigations.
Managers must take concerns seriously, maintain confidentiality, avoid retaliation, and promptly refer matters that may fall within this policy to the appropriate person.
The Whistleblowing Officer/Policy Owner is responsible for ensuring concerns are appropriately assessed, investigated, documented, and monitored.
Senior Management/Board is responsible for ensuring the organisation maintains an effective whistleblowing framework and that significant concerns are appropriately addressed.
- Training and Awareness
Ionic Recruitment Ltd will make workers aware of this policy and provide appropriate guidance or training to individuals responsible for receiving or investigating whistleblowing concerns.
The organisation will periodically review the effectiveness of its whistleblowing arrangements.
- Review
This policy will be reviewed at least annually and sooner where there are significant changes to legislation, regulatory requirements, organisational structure, or relevant risks.