Whistle blowing

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January 2024

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Whilst we expect all our colleagues, both internal and external, to be professional at all times and hold
the welfare and safety of every child as their paramount objective, there may be occasions where this
may not be happening.
It is vital that all team members talk through any concerns they may have with their line manager at the
earliest opportunity to enable any problems to be ironed out as soon as they arise.

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Disclosure of information

If, in the course of your employment, you become aware of information which you reasonably believe
tends to show one or more of the following, you MUST use the nursery’s disclosure procedure set out
below:

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• That a criminal offence has been committed or is being committed or is likely to be committed
• That a person has failed, is failing or is likely to fail to comply with any legal obligation to which
they are subject (e.g. EYFS, National Minimum Standards, National Care Standards)
• That a miscarriage of justice that has occurred, is occurring, or is likely to occur
• That the health or safety of any individual has been, is being, or is likely to be, endangered
• That the environment, has been, is being, or is likely to be, damaged
• That information tending to show any of the above, is being, or is likely to be, deliberately
concealed.

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Disclosure procedure

• If this information relates to safeguarding then the nursery safeguarding policy should be
followed, with particular reference to the staff and volunteering section
• Where you reasonably believe one or more of the above circumstances listed above has occurred
you should promptly disclose this to your manager so that any appropriate action can be taken. If
it is inappropriate to make such a disclosure to your manager (i.e. because it relates to your
manager) you should speak to the LADO team.

• Employees will suffer no detriment of any sort for making such a disclosure in accordance with
this procedure. For further guidance in the use of the disclosure procedure, employees should
speak in confidence to the nursery manager
• Any disclosure or concerns raised will be treated seriously and will be dealt with in a consistent
and confidential manner and will be followed through in a detailed and thorough manner
• Any employee who is involved in victimising employees who make a disclosure, takes any action
to deter employees from disclosing information or makes malicious allegations or disclosures in
bad faith will be subject to potential disciplinary action which may result in dismissal
• Failure to report serious matters can also be investigated and potentially lead to disciplinary
action which may result in dismissal
• Any management employee who inappropriately deals with a whistleblowing issue (e.g. failing to
react appropriately by not taking action in a timely manner or disclosing confidential information)
may be deemed to have engaged in gross misconduct which could lead to dismissal.

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Signature ......................................... Print Name .................................

 

Date ...............................................

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This policy will be reviewed annually by the Day Care Manager