Whistleblowing Policy
Last updated: February 2026
We encourage all staff, trainers, and contractors to speak up if they witness or suspect wrongdoing. This policy protects those who raise genuine concerns in good faith and ensures all reports are taken seriously and investigated thoroughly.
1. Whistleblowing Process Overview
Raise Concern
Acknowledgement (within 5 days)
Investigation Begins
Progress Updates (every 14 days)
Investigation Concluded
Outcome & Actions Communicated
Escalate externally if needed
2. Introduction & Purpose
Brity Group Limited trading as Brity is committed to conducting business with honesty and integrity. We expect all employees, freelance trainers, contractors, and business partners to maintain high standards of conduct at all times.
This Whistleblowing Policy (also known as a "Speak Up" or "Public Interest Disclosure" policy) provides a framework for reporting concerns about wrongdoing, malpractice, or dangers in the workplace without fear of victimisation, discrimination, or disadvantage.
- Encourage reporting of suspected wrongdoing as early as possible
- Provide clear guidance on how to raise concerns
- Reassure reporters that they will be protected from retaliation
- Ensure concerns are properly investigated and addressed
- Comply with the Public Interest Disclosure Act 1998
3. Scope & Application
Who Can Report?
This policy applies to:
- All employees (permanent, temporary, and casual)
- Freelance and self-employed trainers
- Contractors and subcontractors
- Agency workers
- Volunteers
- Suppliers and business partners
- Former employees (in relation to matters during their employment)
The Whistleblowing Officer is responsible for receiving reports, overseeing investigations, and ensuring compliance with this policy. This role is held by a senior manager who reports directly to the Chief Executive Officer and operates independently of day-to-day management.
Whistleblowing concerns wrongdoing that affects others (the public interest). Grievances are personal complaints about your own employment. If your concern is about your own treatment, please use our Grievance Procedure instead. If you're unsure, we'll help you determine the right process.
4. What Can Be Reported
A "qualifying disclosure" under the Public Interest Disclosure Act 1998 is one that, in the reasonable belief of the worker, is made in the public interest and tends to show one or more of the following:
- Fraud or financial misconduct
- Bribery or corruption
- Theft or misappropriation
- Money laundering
- Modern slavery or exploitation
- Unsafe training practices
- Dangerous venue conditions
- Inadequate safety equipment
- Risk to learners or staff
- Failure to report incidents
- Non-compliance with HSE regulations
- Breach of awarding body requirements
- Data protection violations
- Tax evasion
- Certificate fraud
- Safeguarding failures
- Environmental damage
- Miscarriage of justice
- Deliberate cover-up of any of the above
- Unethical conduct
We particularly encourage reports about: falsification of attendance records, issuing certificates to learners who haven't completed training, trainers delivering content they're not qualified to teach, or any compromise of assessment integrity.
5. How to Report a Concern
We encourage you to raise concerns internally first, but you can also report externally if you feel this is more appropriate.
Report to your line manager in the first instance, unless they are involved or you have concerns about doing so. Alternative contacts:
- Email: whistleblowing@brity.co.uk
- Chief Executive Officer (for senior management concerns)
- Nature of the concern
- Names and roles of those involved (if known)
- Dates, times, and locations
- Any evidence or documentation
- Whether you've raised this before
6. Confidentiality
We will protect your identity wherever possible. However, there may be circumstances where disclosure is required by law or necessary for investigation.
We accept anonymous reports, but they can be more difficult to investigate. Providing contact details allows us to ask follow-up questions and keep you informed.
7. Protection & Support
Workers who make a protected disclosure in good faith are protected by law from detriment or dismissal.
- Harassment or victimisation of whistleblowers
- Attempts to identify anonymous reporters
- Any detriment to employment or contracts
- Informal pressure to withdraw concerns
Anyone found to have retaliated against a whistleblower will face disciplinary action.
8. Investigation Process
The Whistleblowing Officer will assess whether the concern falls within scope and determine the appropriate investigation approach.
An appropriate person will be appointed to investigate, gathering evidence and interviewing relevant parties.
Findings will be reported to the Chief Executive Officer, and appropriate action taken. You will be informed of the outcome where possible.
9. Outcomes & Feedback
While we cannot always share all details (due to confidentiality or legal restrictions), we will aim to inform you:
- That your concern has been investigated
- The general outcome of the investigation
- Any actions taken (where appropriate to share)
10. External Reporting Options
You may report externally if you feel internal reporting is inappropriate, or after exhausting internal processes. Relevant bodies include:
- Health and Safety Executive (HSE)
- Information Commissioner's Office (ICO)
- Relevant awarding bodies
- Police (for criminal matters)
- NSPCC Whistleblowing Helpline: 0800 028 0285
11. Training Quality Concerns
If your concern relates specifically to training quality or assessment integrity (e.g., certificates being issued incorrectly), this may also need to be reported to the relevant awarding body. We can help you determine the appropriate route.
12. Record Keeping
All whistleblowing reports are recorded confidentially and retained securely for 6 years. Records are handled in accordance with data protection legislation and our Privacy Policy.
13. Policy Review
This policy is reviewed annually or following significant changes to legislation or best practice. The next scheduled review is January 2027.
14. Contact Information
Email: whistleblowing@brity.co.uk
Post: Whistleblowing Officer (Confidential), Registered Office Address
Policy Owner: Chief Executive Officer
Next Review Due: January 2027
Version: 1
Date of Publication: 7 February 2026