Whistleblowing: Frequently Asked Questions The Crown Prosecution Service

This Policy is part of a set of key policies that apply to everyone working at the Crick. There may be additional policies that apply to you if you used to work in the MRC or CRUK institutes that pre-dated the Crick or if you work in a particular team or area of the Crick. If you receive any indication that any of our bank details have changed please contact us before sending us any funds. We take no responsibility for monies you transfer into the wrong bank account. We will be providing an overview of employment tribunal claims and the Tribunal procedure. If you’ve seen, heard or suspect wrongdoing in your workplace, or know of a serious risk or accident ‘waiting to happen’ – we can help.

What’s The Difference Between Whistleblowing And Confidential Reporting?

We encourage reporting of such issues using this Hotline if the matter relates to KPMG in the UK or its partners or employees, and/or concerns senior leadership of KPMG UK. In addition to a wide range of legal requirements, the implementation of a whistleblower system must also meet organisational requirements that should not be underestimated. Soon, however, those rules will change, due to the 2019 European Directive on whistleblowing.

You are recommended to discuss issues that do not concern illegal aspects with the person(s) who in your opinion do(es) not act appropriately before you bring an issue to a higher level. Should you decide to escalate an issue, you should report it to your immediate superior, HR or a relevant person of trust, for instance a trade union safety officer. Furthermore, we want to ensure that this can be done at any time and that nobody will be subject to harassment or other discrimination when using the whistle-blower system in good faith. The responsible for data protection in the whistleblowing system is Südzucker AG, Maximilianstraße 10,68165 Mannheim.

In addition, care must be taken to determine how the whistleblower system is communicated and publicised to employees and others in order to build trust and encourage its use. Personal grievances (for example bullying, harassment, discrimination) are not covered by whistleblowing law, unless your particular case is in the public interest. A confidentiality clause or ‘gagging clause’ in a settlement agreement is not valid if you’re a whistleblower. The CAA will investigate all disclosures of information in accordance with our statutory duties, where sufficient information has been provided to enable a meaningful investigation. The preferred method of reporting to the CAA is by email using the Whistleblowing report form or via

A protected disclosure must relate to a specified act or acts of wrongdoing, such as a criminal offence or breach of a legal obligation. Furthermore, it must not be in one of the categories exempted under PIDA, such as a disclosure made in the course of the person’s official duties or those subject to legal privilege. While there is no longer a requirement for the disclosure to be made in good faith, the whistleblower must be able to show that they reasonably believed the information to be true. Whistleblowing, as set out in the Public Interest Disclosure Act 1998 (‘PIDA’), is the act of reporting wrongdoing within an organisation with the aim of preventing it, and any harm that may arise from it.

You always have the option to make your report completely anonymous or with your name and contact information. After you file a report, you will receive a link that you can use to track the status of your report. You can also use this link to update your report with additional relevant information. If more information is needed about your report, you can use this link to start communications with a contact person. 12KBW have produced a quick comparison sheet (see below) to show what is protected under each piece of legislation. In essence, the Directive will serve to reinforce an already comprehensive package of protections already in existence in the UK.

Consequently, where individuals employed by firms having a duty to report disagree with a decision not to report to the Pensions Regulator, they may have protection under the ERA if they make an individual report in good faith. The Pensions Regulator expects such individual reports to be rare and confined to the most serious cases. These individuals are not civil servants and are therefore not subject to the Civil Service Management Code, nor the Civil Service Code. However service providers will normally be dealt with under the procedures of their host department and so the principles of the CPS Whistleblowing Policy and Procedure will still apply and this should be followed to raise a concern.

Risk Management

But there is no need to rush to implement something which does not work in practice. The time limit for the application of the penalty offence allows sufficient leeway to introduce an effective and well-considered whistleblower system. Companies that already have a whistleblower system in place should review whether it meets the requirements of the law and make any necessary adjustments. The business must have a whistleblowing system, so staff can report concerns.

The corresponding technical and organisational measures should be documented, and it must be ensured that the employees are aware of these measures and also observe them. For companies, internal misconduct and especially criminality within their own organisation can have threatening consequences. To counter this risk, more and more companies are enabling their employees to report the misconduct of colleagues via a specific channel (anonymously). According to the German Whistleblower Protection Act, companies with 50 or more employees must set up an internal reporting channel.

The Commission will inform you directly about whether they are prepared to investigate the concern. It is not enough for something to be an exceptionally serious failure in your opinion alone (for example, if you don’t agree with a working practice). meldesystem-whistleblower must be a matter of fact that something is a genuinely serious failure. An example could be an exceptionally serious health and safety risk that is putting workers’ lives at risk. If you make a disclosure to your employer it will help to make sure that your concerns are dealt with quickly and by the right person.







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