Whistleblowing policy

1. Purpose

We want Afield to be a place where everyone feels safe to speak up if something does not feel right. Afield is committed to operating ethically, legally, and with integrity at all times. This policy encourages employees and workers to raise genuine concerns about wrongdoing within the charity, and sets out how those concerns will be handled.

This policy is underpinned by the Public Interest Disclosure Act 1998, which provides legal protection for workers who make qualifying disclosures in good faith.

In this policy the term "worker" is used in its legal sense and includes employees, volunteers, contractors, and agency workers.

2. What to report

You should raise a concern under this policy if you have a reasonable belief that any of the following has happened, is happening, or is likely to happen:

• A criminal offence
• A breach of any legal obligation
• A risk to health and safety
• Damage to the environment
• Financial fraud or misappropriation of funds
• A miscarriage of justice
• The concealment of any of the above

This policy is intended for concerns that are in the public interest and is distinct from personal grievances, which should be raised under the Grievance Policy.

3. How to raise a concern

If you have a concern, you should report it to your line manager or a Co-founder as soon as possible.

If your concern relates to your line manager or a Co-founder you should report it directly to a member of the Board of Trustees.

We encourage concerns to be raised openly where possible. However we understand that in some circumstances you may wish to raise a concern anonymously. Anonymous concerns will be considered, though please be aware that it may be more difficult to investigate or provide feedback where the identity of the person raising the concern is not known.

4. Confidentiality

All concerns raised under this policy will be treated with the strictest confidence. Information will only be shared with those who need to know in order to carry out a thorough investigation. The identity of the person raising the concern will be protected as far as possible.

5. What happens next

All concerns raised under this policy will be investigated thoroughly, promptly, and impartially. You will be kept informed of the progress and outcome of the investigation, normally within 28 days of your disclosure, subject to the complexity of the matter.

If at the conclusion of the investigation you reasonably believe that appropriate action has not been taken, or if the wrongdoing continues, you may escalate your concern to a member of the Board of Trustees.

6. External reporting

If you feel that your concern has not been adequately addressed internally, or if the nature of the concern makes internal reporting inappropriate, you may report the matter to an appropriate external body. Relevant bodies include:

• The Charity Commission for England and Wales
• HM Revenue and Customs
• The Health and Safety Executive
• The Environment Agency
• The Information Commissioner's Office
• The Serious Fraud Office
• The Competition and Markets Authority

7. Protection against victimisation

Afield is committed to ensuring that no worker is subjected to any detriment or victimisation as a result of raising a genuine concern under this policy. This means that your employment, opportunities for promotion, and access to training will not be prejudiced because you have raised a legitimate concern in good faith.

Any victimisation of a worker who has made a disclosure will be treated as a serious disciplinary matter.

8. Malicious or false allegations

While we encourage genuine concerns to be raised, making a knowingly false or malicious allegation is a serious matter and will be treated as a disciplinary offence.

9. Disciplinary action

Where misconduct or wrongdoing is identified as a result of an investigation under this policy, the Disciplinary Policy will be applied as appropriate, alongside any external measures that may be required.