Last Modified: 03 October, 2024

• Introduction

At Valustaff Limited (“Company”), we are committed to conducting business with the highest standards of integrity, honesty, and accountability. We expect all employees to maintain these standards in everything they do. However, if you have any concerns about wrongdoing or unethical behaviour within the organisation, we encourage you to report it through our whistleblowing procedure.

Whistleblowing refers to raising concerns about unlawful conduct, fraud, health and safety risks, or other activities that could harm the organisation, its employees, or the public.

• Purpose of the Policy

This Policy (“Whistleblowing Policy” or “Policy”) is designed to:

• - Encourage employees to raise concerns about suspected misconduct, malpractice, or dangers within the company without fear of victimisation or reprisal.
• - Ensure that such concerns are dealt with promptly, professionally, and confidentially.
• - Outline the procedure for reporting and handling whistleblowing concerns.

• What is Whistleblowing?

Whistleblowing refers to the reporting of suspected or actual illegal, unethical, or improper conduct. Concerns that may be raised under this Policy include, but are not limited to:

• - Criminal activity or illegal conduct;
• - Health and safety risks, including risks to the public or employees;
• - Fraud, corruption, or financial misconduct;
• - Environmental damage;
• - Miscarriages of justice;
• - Failure to comply with legal or regulatory obligations;
• - Deliberate concealment of any of the above.

Concerns related to personal grievances (such as bullying or harassment) should be addressed under the Company's Equality & Diversity Policy.

• Who Can Raise a Concern?

Any employee, contractor, or business partner who suspects wrongdoing within Valustaff Limited is encouraged to raise their concerns. All concerns will be treated seriously and investigated promptly.

• Protection and Confidentiality

We understand that raising a concern can be a difficult decision. Employees who whistle blow will be protected from any form of retaliation, including dismissal, disciplinary action, or victimisation. Whistle-blowers can remain anonymous, although it may be easier to investigate concerns if the individual is willing to provide their name.

• How to Raise a Concern

• - Concerns can be raised through the entitled Line Manager, who, in most cases, should be your first point of contact.

• - When raising a concern, please provide as much detail as possible, including any evidence or information that may support your report.

• Handling the Concern

Once a concern is raised, we will:

• - Acknowledge the receipt of the concern within ten [10] days.
• - Assess the concern to determine the appropriate course of action.
• - Investigate the matter thoroughly, ensuring confidentiality is maintained.
• - Provide feedback on the outcome of the investigation, where appropriate.

If it is found that misconduct or wrongdoing has occurred, appropriate action will be taken in line with the company’s disciplinary procedures.

• External Disclosure

While we encourage concerns to be raised internally, we understand that whistle-blowers may feel it necessary to report the issue to an external party such as a regulator. It is important to ensure that external disclosures are made to the appropriate body to remain protected under the Public Interest Disclosure Act 1998 (PIDA).

• False Allegations

Anyone who deliberately makes a false allegation, with malicious intent, may face disciplinary action. However, if an employee raises a concern in good faith, even if it turns out to be unfounded, they will not face any consequences.

• Review of Policy

This Policy will be regularly reviewed and updated to ensure it remains in line with legal requirements and best practices.

This Policy demonstrates Valustaff Limited commitment to fostering a transparent and ethical working environment, where employees feel empowered to report concerns without fear of reprisal.