WHISTLEBLOWING POLICY

APRIL 2024

1.1.Employees and workers who make public disclosures, generally about wrong doings in the workplace, are commonly referred to as “whistleblowers”. Under certain circumstances “whistleblowers” are protected under legislation for disclosing information that is known as “qualifying”. A qualifying disclosure must relate to: 

• committing a criminal offence

• failing to comply with a legal obligation

• a miscarriage of justice

•  endangering the health and safety of an individual (both mentally and physically) 

•  environmental damage

• community, societal damage or damage to a groups of people 

• concealing any information relating to the above

1.2 All employees are legally protected if they make a qualifying disclosure relating to any of the above points. Anyone wishing to make a disclosure is strongly recommended to raise the issue with one of The Beacon’s Founding Partners <Fiona Hemming, Kate Houghton, Ellie Hall>  in the first instance so that, where appropriate, there is an opportunity to address the area of concern.

1.3 Employees and external parties wishing to raise a concern anonymously, can send an email to hello@thebeaconuk.com which is monitored only by the three founding partners and will remain confidential at all times.

1.4 Where an employee wishes to make a disclosure that concerns a matter that cannot be dealt with through the above procedure, it should be raised with Protect, an independent whistleblowing charity, on 0203 117 2520.

1.5 The Beacon Limited is committed to good practice and high standards and to being supportive to staff who raise genuine concerns, even if they turn out to be mistaken. However, to ensure the protection of all our staff, those who raise a concern frivolously, maliciously and/or for personal gain and/or make an allegation they do not reasonably believe to be true will also be liable to disciplinary action.

This statement has been approved by The Beacon Limited’s Directors, who will review and update it as required.