Whistleblowing Policy

Contents

1. Introduction
2. Duty
3. Definitions
4. Protection
5. Concerns
6. Victimisation
7. Whistleblowing Procedures

1. Introduction

The University policy on raising concerns and the reporting of malpractice respects the current legal requirements in accordance with the Public Interest Disclosure Act 1998 (PIDA) and the Enterprise and Regulatory Reform Act 2013 (ERRA). Where a worker1 irrespective of the nature or term of their contract or employment status, has serious concerns about perceived irregularities in the governance and the running of the University or the activities of colleagues within the University, they should be able to raise those concerns without fear of victimisation or harassment. The University will treat all such complaints seriously, fully investigate them, and take action as appropriate.

2. Duty

In line with other public bodies, the University has a duty to conduct its affairs in a responsible way. It is committed to taking into account both the requirements of the funding bodies and the Second Report of the Committee on Standards in Public Life 1996 (the Nolan Committee). In addition, the University is committed to the principles of academic freedom and the highest possible standards of openness, quality and accountability. In line with these commitments, the University encourages any member of the University community who has serious concerns about issues which fall under this policy, to come forward and discuss those concerns. The proper reporting of concerns will maintain and enhance quality and ensure accountability.

3. Definitions

There are specific definitions of whistleblowing, and the protection afforded to whistleblowers in law, which are defined in the Whistleblowing Procedures. Workers with serious concerns about issues in the workplace who are unsure whether their concern falls under these procedures should take advice from one of the individuals/bodies in 4.5 of the Whistleblowing Procedure in the first instance.

4. Protection

All steps will be taken to protect workers raising concerns about wrongdoing / malpractice by maintaining confidentiality as far as is consistent with progressing the matter. Workers who raise concerns through the agreed procedures will not be subject to disciplinary action providing that they do so lawfully, without malice, believe it to be in the public interest, not for personal gain, and in a way which respects confidentiality.

5. Concerns

This policy is not intended to replace the existing Dignity and Respect at Work – Harassment & Bullying policy nor to provide an alternative mechanism for workers to raise matters relating to their own employment. It is intended to cover concerns that fall outside the scope of other procedures. Concerns should not be raised in order to pursue any private dispute, i.e. a matter which is not, in any way, connected to the business of the University. Raising a false allegation with malicious, vexatious or frivolous intent will be regarded as a serious disciplinary offence.

6. Victimisation

Similarly, any victimisation of a worker who raises a concern, or attempts to deter them from raising a legitimate concern about malpractice, will be regarded as a serious disciplinary offence.

7. Whistleblowing Procedures

This policy will be effected through the Whistleblowing Procedures.