Whistleblowing & Grievance Policy

Draft for review. Items in [square brackets] need confirming before this policy is signed off.

Why this matters

We want anyone who works with us to feel able to speak up. Raising a concern early helps us put things right. No one will suffer for raising a genuine concern, even if it turns out to be mistaken.

Who can use this policy

Employees, agency and temporary workers, contractors, and the workers of our suppliers and labour providers.

Whistleblowing: concerns about wrongdoing

Report anything you reasonably believe is wrong and in the public interest, for example:

• a crime, or a breach of a legal obligation;
• danger to anyone’s health or safety;
• damage to the environment;
• modern slavery, exploitation or unfair treatment of workers;
• bribery, fraud or a product quality issue being hidden;
• an attempt to cover up any of these.

People who make such disclosures are protected by the Public Interest Disclosure Act 1998.

Grievances: personal complaints about work

For a complaint about your own treatment, pay, hours or working conditions, first talk to your manager if you can. If that does not resolve it, or it is about your manager, put it in writing to [name, role]. We will meet you within [5] working days. You can bring a colleague or trade union representative. You will get our decision in writing, and you can appeal. We follow the Acas Code of Practice on disciplinary and grievance procedures.

How to raise a concern

Use our confidential reporting system. It is a fully confidential, digital reporting system managed by an independent third party, so every report is recorded and nothing can be removed or ignored. You can use it at any time, from any phone or computer, and you do not have to give your name.

You can also:

• speak to your manager or [name, role];
• raise a concern through your agency, if you are an agency worker.

You can raise a concern in your own language, and ask for an interpreter.

What happens next

Every report is acknowledged within [5] working days, looked into fairly and in confidence, and you are told the outcome as far as we can. Because the reporting system is run by a third party, reports cannot be deleted or quietly closed. Where a concern is raised through an agency, we will work with the agency to resolve it.

Protection from retaliation

Anyone who victimises or retaliates against a person for raising a concern will face disciplinary action. Deliberately false or malicious reports are also a disciplinary matter.

Outside help

• Protect, the whistleblowing charity: 020 3117 2520.
• Modern Slavery & Exploitation Helpline: 08000 121 700.
• Prescribed bodies such as the Health and Safety Executive, HMRC (pay), the Environment Agency and the Information Commissioner’s Office.
• Acas, for free advice on workplace rights: 0300 123 1100.

Responsibility and review

This policy applies to everyone who works for or on behalf of LaunchPad Manufacturing. It is owned by [name, role] and has the full support of the directors.

We review it at least once a year, and sooner if the law or the way we work changes. Everyone it applies to is told about it at induction and when it changes.

Signed: [name], [director], LaunchPad Manufacturing. Date: [date].