Whistleblowing Policy and Procedure for Schools

8.1 If a concern is raised in confidence, the employee’s or worker’s identity will not be disclosed without their consent, unless required by law. If the situation arises where the Council or Governing Body is unable to resolve the concern without revealing the identity, e.g. because evidence is needed in court, this will be discussed first with the employee or worker who raised the concern to agree how to proceed. However, the Council or Governing Body will not disclose the identity of the whistleblower to the person who is the subject of the disclosure or others not involved in the investigation unless it is required by law and only with prior consent from the whistleblower.

8.2 It is important to note that it will be much more difficult to investigate the matter or proceed in instances where a concern is raised anonymously. Accordingly, whilst the Council or Governing Body will consider anonymous reports, it may not be possible to apply all aspects of this policy for concerns raised anonymously.

8.3 It is expected that all parties involved in the whistleblowing process will maintain strict confidentiality throughout by ensuring that only the people who need to know have access to details of the case (with the exception of any legal obligations requiring action from the Council or Governing Body, e.g. in health and safety matters).

8.4 Any person found to have breached the terms of this policy in relation to confidentiality may be subject to action under the School’s Conduct and Discipline procedures.