AI Generated Whistleblowing Policy for use in the United Kingdom
PDF & Word - 2026 Updated

This Whistleblowing Policy outlines the procedures for employees to report concerns about wrongdoing within Tech Innovations Ltd ensuring a safe and confidential environment for disclosures.

Tech Innovations Ltd strongly encourages all employees to speak up if they suspect any misconduct as their reports are vital to maintaining ethical standards and protecting the organisation.

This policy aligns with the Public Interest Disclosure Act 1998 and the Employment Rights Act 1996.

The Public Interest Disclosure Act 1998 protects workers who make qualifying disclosures in the public interest from detriment or dismissal.

This policy is endorsed by the Board of Directors and the company is committed to the highest standards of openness, integrity and accountability.

This policy shall take effect from 2024-01-01.

This policy applies to all employees of Tech Innovations Ltd.

This policy applies to all contractors working with Tech Innovations Ltd.

This policy applies to subsidiaries of Tech Innovations Ltd.

This policy applies to the United Kingdom only and to specific countries as designated by Tech Innovations Ltd from time to time.

A protected disclosure under this policy includes any disclosure concerning criminal activity.

A protected disclosure under this policy includes any disclosure concerning health and safety risks.

A protected disclosure under this policy includes any disclosure concerning environmental damage.

A protected disclosure under this policy includes any disclosure concerning miscarriages of justice.

For a disclosure to qualify for protection the whistleblower must reasonably believe that the disclosure is made in the public interest.

A qualifying disclosure is one which in the reasonable belief of the worker tends to show one of the following: a criminal offence; a failure to comply with any legal obligation; a miscarriage of justice; danger to the health and safety of any individual; damage to the environment; or the deliberate concealment of any of the above.

The disclosure must be made to an appropriate recipient (internal, prescribed person, or in limited cases wider disclosure) to attract full protection under PIDA.

The primary internal reporting channel for whistleblowing concerns shall be known as the Whistleblowing Hotline.

The Whistleblowing Hotline is a confidential phone line available twenty four hours a day seven days a week at 0800-123-4567 or via email at whistleblower@company.co.uk where employees can report concerns without fear of reprisal.

Anonymous reporting shall be permitted through the Whistleblowing Hotline.

Internal whistleblowing reports shall be directed to the Human Resources Department or the Compliance Officer.

Tech Innovations Ltd will acknowledge receipt of any internal report within three working days and will provide an initial response within fourteen working days with further updates provided as the investigation progresses.

External regulators or bodies to which whistleblowing concerns may be reported include the Financial Conduct Authority and the Serious Fraud Office.

External reporting should be considered if internal channels have not resolved the concern or if the issue involves serious illegality.

When making an external report the whistleblower should contact the relevant regulator directly via their official website or hotline providing as much detail as possible while protecting anonymity if desired.

If the concern relates to the CEO, CFO or a Board member, the report should be made directly to the Chair of the Audit Committee or an independent non-executive director. Contact: auditchair@techinnovations.co.uk or +44 20 7946 0999.

Tech Innovations Ltd provides a strong assurance of confidentiality for all reports whether made internally or externally.

The organization is committed to protecting whistleblowers from any form of retaliation including dismissal demotion or harassment for making a good faith disclosure and any such actions will be treated as serious misconduct and subject to disciplinary measures.

Tech Innovations Ltd provides confidentiality protections for whistleblower identities.

The identity of the whistleblower may be disclosed where there is a legal requirement to do so where disclosure is necessary for the purposes of investigation or where the whistleblower has provided consent.

While anonymous reports will be considered, the company encourages named disclosures where possible because it is more difficult to investigate anonymous allegations and to provide feedback. The policy cannot provide the same level of protection or follow-up for anonymous reporters.

Upon receipt of a whistleblowing report the company will send a written acknowledgment to the whistleblower confirming that the concern has been received and is being taken seriously.

The Compliance Officer shall be responsible for acknowledging reported concerns within three days of receipt.

The initial assessment will involve a preliminary review to determine the nature and seriousness of the concern and to decide whether a full investigation is warranted.

The Internal Audit Team shall be responsible for conducting the initial assessment within seven days of receipt of the report.

For concerns that require a full investigation an impartial process will be followed including gathering evidence interviewing relevant parties and ensuring confidentiality throughout.

The Independent Investigator shall be responsible for conducting the full investigation which shall be completed within four weeks.

Interim measures such as the suspension of involved parties may be implemented during the investigation where necessary to protect the integrity of the process or the safety of individuals.

The whistleblower will receive regular updates on the progress of the investigation at least every two weeks or sooner if significant developments occur.

Updates to the whistleblower shall be provided via secure email or a dedicated hotline.

Upon completion of the investigation the whistleblower will be informed of the findings and any actions taken while respecting the confidentiality of others involved.

The whistleblower shall be notified of the investigation outcome within five days after completion of the investigation.

Retaliation against whistleblowers is explicitly prohibited by this policy.

Tech Innovations Ltd guarantees that it will not subject whistleblowers to any detriment such as bullying or demotion for making a protected disclosure.

The dismissal of an employee for making a protected disclosure will be treated as automatic unfair dismissal.

The types of concerns that qualify for protected disclosure protections under this policy include criminal offences health and safety risks and breach of legal obligations.

Whistleblowers have the right to claim compensation for any detriment suffered or for dismissal, the right to apply for interim relief from an employment tribunal, and protection from unfair dismissal even if they are still within their probationary period.

These protections extend to workers, contractors, agency staff, trainees, and certain others as defined in PIDA.

Management must promptly investigate all whistleblowing reports received ensure the confidentiality of the whistleblower's identity and take appropriate action to address any identified issues including implementing corrective measures where necessary.

Management shall undergo regular training on whistleblowing procedures.

The Human Resources Department will provide support and guidance to whistleblowers throughout the process maintain confidential records of all reports and investigations and ensure compliance with legal requirements under the Public Interest Disclosure Act 1998.

Two designated officers shall be appointed by the Human Resources Department to handle whistleblowing reports.

Designated officers shall have the responsibility to report serious issues to external regulators if needed.

Employees are required to report any concerns about wrongdoing in good faith provide accurate information to support their reports and cooperate with any subsequent investigations without fear of retaliation.

Employees may make whistleblowing reports directly to their line manager to a designated officer or via the anonymous hotline.

The Board or a designated non-executive director shall have overall oversight of whistleblowing arrangements, including receiving regular reports on concerns raised and their outcomes.

The Compliance Officer or equivalent must have direct access to the Board.

Prescribed bodies for which guidance is provided in this policy include the Health and Safety Executive and the Financial Conduct Authority.

An employee should consider external reporting when internal options have failed to resolve the concern or where the concern involves senior management or where there is an immediate risk to public interest.

To make an external report the employee should first identify the appropriate prescribed body then gather relevant information while maintaining confidentiality and then submit the report using the chosen method.

The methods of external reporting emphasized in this policy are the online reporting portal and the telephone hotline.

When reporting externally the employee should take steps to maintain anonymity where possible by avoiding inclusion of personally identifiable information unless necessary.

Initial training on this whistleblowing policy shall be provided to all employees upon joining the organization.

Refresher training on this whistleblowing policy shall be provided to existing employees annually.

The whistleblowing training shall be delivered through online modules and in-person workshops.

Specialized training on this whistleblowing policy shall be provided specifically for managers and supervisors.

This whistleblowing policy shall be included in the standard employee induction process.

Awareness of this whistleblowing policy shall be promoted within the organization through intranet posting email reminders and team meetings.

The Human Resources Department shall be responsible for organizing and delivering the whistleblowing training.

The effectiveness of this whistleblowing policy shall be monitored through tracking reported cases and employee surveys.

The Compliance Officer and the Human Resources Department shall be responsible for conducting the monitoring activities.

Monitoring activities will be conducted quarterly to assess the policy's implementation and effectiveness.

The next formal review of this whistleblowing policy shall take place on 2025-06-01.

This whistleblowing policy shall be reviewed every twelve months.

A review of this whistleblowing policy shall be initiated by changes in United Kingdom legislation or by significant whistleblowing incidents.

Following a review any proposed updates will be documented consulted with relevant stakeholders and incorporated into the policy before approval.

The Board of Directors shall authorize updates to this whistleblowing policy.

All employees shall be notified whenever this whistleblowing policy is updated.

An annual report on whistleblowing activity (anonymised) shall be presented to the Board, including the number and types of concerns, outcomes, and any lessons learned.