Whistleblowing Policy

Whistleblowing is defined as reporting serious concerns, including fraud, discrimination, harassment, and health and safety violations. Employees are encouraged to raise concerns about malpractice, wrongdoing, or welfare issues at work as early as possible. Concerns should be raised internally; if this is not suitable, staff may report to an external body listed in the policy or seek advice from the Protect advice line.

All reports will be treated confidentially, with identities disclosed only with prior consent. Employees will not face penalties for disclosures made in good faith. This policy aligns with the Public Interest Disclosure Act 1998 and the Employment Rights Act 1996, which protect workers who report alleged wrongdoing.

The Board of Governors promotes a culture of openness, urging employees to voice concerns promptly to prevent escalation. This policy reassures staff that raising concerns reflects loyalty to the organisation and provides legal protection for disclosures made in the public interest.

This policy applies to all employees, contractors, and associated personnel working at the School, including:

• Founders
• Board members
• Volunteers
• Agency staff
• Builders and drivers
• Providers of works, services, or supplies, including external contractors and those delivering services under contracts with the Local Authority or the School.

The Board of Governors is committed to ensuring all staff are aware of this policy through induction and regular reminders. Raising a genuine concern will not put your job at risk or expose you to retaliation. If you act in good faith, you will be protected, even if mistaken. However, deliberate false or malicious allegations may lead to disciplinary action. All reports will be treated confidentially to protect your identity and encourage openness. We will not disclose your identity without consent unless legally required. If you prefer confidentiality, please inform us at the outset. Anonymous reports are harder to investigate, and we cannot provide protection or feedback without your identity. For independent advice, contact the whistleblowing charity, Protect. Support services, including counselling and legal advice, are also available.

This policy applies to serious concerns regarding service provision, conduct of employees, the Board of Governors, or others acting on their behalf. It includes issues that:

• Violate established standards or policies
• Fall below expected practice
• Constitute improper conduct

Concerns covered by this policy include:

• Criminal offences that have occurred, are occurring, or are likely to occur
• Non-compliance with legal obligations
• Disclosures of miscarriages of justice
• Health and safety risks, including risks to the public
• Environmental damage
• Breaches of policies and procedures
• Concealment of any information relating to the above

Concerns that do not qualify as whistleblowing include personal grievances such as bullying or harassment. Issues affecting individuals or related to employment contracts should follow the staff grievance procedures.

For guidance on whether a concern is a whistleblowing issue or a grievance, contact Protect (formerly Public Concern at Work), which offers:

• Clarification on the difference between whistleblowing and grievances
• A free and confidential advice line

The Board of Governors has appointed the following contacts for reporting concerns:

• Paymon Khamooshi, President (Email: Paymon.khamooshi@lsi.ac.uk)
• Somayeh Aghnia, Chairperson (Email: Somayeh.aghnia@lsi.ac.uk)

When raising a concern, you should provide as much background and context as possible. You are not required to prove the allegation beyond doubt, but you must act in good faith and reasonably believe that the information and any allegations are substantially true. Reports made to any other staff member must be promptly forwarded to one of the named contacts.

The following steps will be taken to address concerns raised under this policy:

• Initial enquiries will be made to determine whether an investigation is necessary. Depending on the nature of the concern, it may be:

  • Investigated by a member of the Executive Committee or the Board of Governors, or through relevant disciplinary procedures
  • Referred to the police or other appropriate agencies
  • Referred to an external auditor
  • Subject to an independent enquiry
  • Resolved by agreed action without further investigation

• Within 10 working days, the named contact will:

  • Acknowledge receipt of your concern
  • Outline how the matter will be addressed and provide an estimated timeframe
  • Offer information on staff support mechanisms

• If investigation officers need to meet with you, this can be off-site if preferred, and you may bring a trade union representative or another advisor. All parties must maintain strict confidentiality.

• The relevant board will take steps to minimise any difficulties you may face as a result of raising a concern and will support you if you need to provide evidence at a criminal or disciplinary hearing.

• While confidentiality will be upheld, the board will make efforts to inform you of the investigation’s outcome where possible.

To ensure consistent handling of whistleblowing concerns, the President will oversee operational management and maintain central records in the Automated Governance System (AGS). An annual report will be submitted to the Board of Governors, including an anonymised summary of the concerns raised, the departments or services involved, relevant posts (if not confidential), and any lessons learned. The institution is committed to raising awareness of the whistleblowing policy and providing training for staff and students on their rights and responsibilities. Regular monitoring of the policy’s effectiveness will take place, with a commitment to review and update it as necessary. This systematic approach promotes transparency, accountability, and continuous improvement while protecting confidentiality and providing insights for enhancing organisational practices.