Introduction

Staffinity Ltd is committed to conducting business with integrity and the highest ethical standards. While we strive for excellence, we recognise that malpractice or wrongdoing may occur. This policy encourages all staff to raise concerns freely, without fear of detriment or dismissal, to help us maintain a transparent and accountable workplace. We treat all disclosures seriously and protect those who speak up in good faith. This policy may be amended at any time and does not form part of employment contracts.

Who Can Raise a Concern?

This policy applies to:

• All current/former employees, workers, contractors, apprentices, and agency staff.

• No minimum service requirement applies.

When to Use This Policy

Raise concerns if you reasonably believe information shows:

1. A criminal offence has been/is likely to be committed.

2. Failure to comply with legal obligations.

3. Miscarriages of justice.

4. Endangerment of health/safety or environmental damage.

5. Deliberate concealment of the above.
   Concerns must be in the public interest and based on information (not opinions).

Disclosures Not Covered

• Matters subject to legal privilege (e.g., lawyer-client communications).

• Personal grievances (use our Grievance Policy instead).

• Concerns about hirers (raise directly with them).

• General service complaints (use our Complaints Policy).

How to Raise a Concern

1. First Step: Disclose to your line manager or supervising consultant.

2. Alternative: Contact the Branch Manager of your assigned branch.

3. Escalation: Approach a Company Director for serious concerns.
   Preferred Method: Written disclosure (email/post) for accurate record-keeping.
   Include: Nature of concern, supporting information, background, and relevant dates.
   Anonymous reports are accepted but discouraged – named disclosures enable better support and feedback.

Our Response

• We investigate concerns objectively, fairly, and confidentially.

• Meetings will be arranged (where possible) to discuss details.

• Investigations aim for timely resolution, with progress updates provided.

• Anonymous cases are assessed based on credibility/severity.

• Witness support may be requested if disciplinary action follows.

Confidentiality

All disclosures are handled confidentially. Identities are protected unless legal obligations require disclosure or consent is given.

External Disclosure (Exceptional Cases)

We encourage internal reporting first. For independent advice, contact:

• Protect: 020 3117 2520 | protect-advice.org.uk

• ACAS: 0300 123 1100 | acas.org.uk
  Trade union members may also consult their representatives.