Whistleblowing is the term used when a worker calls attention to wrongdoing within an organisation. If a worker exposes any information or activity that is illegal, unethical or incorrect, they are a whistle-blower and should be protected by law, as stipulated in the Public Interest Disclosure Act 1998. In this article, we explain your responsibilities as an employer when it comes to whistleblowing, and why you need a comprehensive whistleblowing policy.
What is whistleblowing?
The law translates the term “whistleblowing” to “making a disclosure in the public interest.” If a worker blows the whistle on something that is in the public interest, that concerns something they believe has shown past, present or future wrongdoing, they will be protected and should not be treated unfairly by their employer. Examples of wrongdoing include:
• Criminal activity, such as fraud
• Health & Safety risks, accidents or malpractice
• Risk or damage to the environment
• Miscarriages of justice
• Your company is breaking the law
• Someone is covering up wrongdoing
How to deal with whistleblowing in your organisation
First and foremost, it is good practice to create a company culture that emboldens workers to speak up about any wrongdoing, without fearing penalisation. Workers are usually the first people to witness any wrongdoing and should, therefore, be encouraged to communicate. You should demonstrate at all levels of your organisation that disclosures are welcome and put in place robust systems to ensure workers feel comfortable and confident to do so.
It is not a legal requirement to have an official whistleblowing policy, but it is certainly best practice, as it demonstrates to workers that you are committed to openness and transparency.
A comprehensive whistleblowing policy will help you to:
• Identify wrongdoing quickly and efficiently
• Enable you to respond and investigate promptly
• Give you better control of information to help you make decisions and control risk
• Create a company culture committed to openness and transparency
• React to wrongdoing by utilising internal systems, rather than requiring a worker to go to a third party
What should your whistleblowing policy cover?
All organisations are different and as such, there is no standard whistleblowing policy you should adopt. You may have a variety of different policies for individual business units, a standalone policy, or a policy built into your code of ethics. There is often confusion as to the type of wrongdoing that should be disclosed so you should clearly outline the type of disclosures that fall under whistleblowing and direct workers to your grievance policy for any other matters. Your whistleblowing policy should also outline in detail the steps a worker should take when making a disclosure for them to remain protected by law.
There are several elements your policy should cover including, and not restricted to:
• The type of disclosures that are classed as whistleblowing
• Your procedures for handling whistleblowing
• The correct procedure a worker should adopt to blow the whistle
• Clarification that contractual ‘gagging clauses’ do not prevent whistleblowing
• The feedback a whistle-blower is likely to receive
• The time frame for dealing with disclosures
• Signposts to information or support networks to those thinking of whistleblowing, such as Acas, Trade Unions, Public Concern at Work or the Government.
The importance of communication
You should communicate your commitment to whistleblowing, and your whistleblowing policy, regularly and through a variety of means. This could be via your company intranet, company newsletter or through team meetings or 1:1s. Keeping workers regularly informed through communication and training will reinforce the importance of openness in your company culture.
If a worker has made a disclosure, you should explain your procedures to deal with it and explain how you intend to keep them informed. Many whistle-blowers will expect to be kept in the loop and your policy should outline the information you intend to share with them following their disclosure. It is best practice for organisations to provide feedback on how their disclosure has been dealt with. Lack of communication can cause resentment or frustration from the whistle-blower and could result in them looking to a third party to take the disclosure further, a scenario you would probably wish to avoid.
It’s vital to be prepared
Whistleblowing should not be a source of fear in your business. By implementing a thorough policy, and instilling a culture of transparency, you will be able to deal with issues quickly and robustly before they turn into even bigger problems. For more information on your responsibilities as an employer, this guide from the Department of Business, Innovation and Skills is particularly helpful.
For further advice on implementing a whistleblowing policy, or if you have a case of whistleblowing with which you require professional support, we’re here to help. Call us for an informal chat on 0330 555 1139 or email us at email@example.com.
The office Christmas party is the biggest event of the year in the work social calendar. It’s the opportunity show your employees your appreciation for their hard work throughout the year, and it’s the chance for your team to let their hair down and celebrate their achievements. It can also be a place where new friends are made as people get the chance to mix socially with others outside their immediate teams. But it can also be an HR nightmare! It’s often a time when frustrations that have been built up throughout the year are released, and the presence of alcohol can really fan the flames of any bad behaviour.
To help you plan the perfect, and problem free Christmas party, follow our simple ten step guide.
1. Don’t skimp. If you are going to throw a Christmas party, it’s important that it falls within budget, but it’s also vital that your employees feel that they are really appreciated. A good Christmas party can be an excellent retention tool, and also a way to demonstrate your company’s fantastic social culture. A few sausage rolls and an hour early finish is not going to cut it and may run the risk of having the opposite of effect, leaving your team with a bitterness that can last well into the new year.
2. Be personal. If your budget doesn’t stretch to lavish celebrations that’s fine. But try and give your event the personal touch by downing tools early and getting the whole team involved in games and light-hearted fun. Perhaps get each manager to personally acknowledge each of their team member’s achievements or share funny stories. Remember to take the opportunity to ensure your leadership team stand up and thank your employees for their hard work and reward them with a Christmas gift as a token of your appreciation.
3. Make sure everyone is invited. It’s so important to make sure everyone feels included in the celebrations so they feel appreciated. You may have employees on holiday at the time or on long term maternity leave, but they should be included none the less.
4. The party is a work related event. Treat it as such. The same rules you employ for all work events are just as relevant here and employees should be reminded of so. You should have a policy for work events that outline inappropriate behaviour such as aggression, lewd remarks, unwanted advances and misconduct. Employees should be aware that their actions could lead to disciplinary proceedings.
5. Allocate managers to monitor alcohol consumption. There may be some employees who take the free bar too far. Ensuring you have some managers on the lookout for any excess will allow you to keep control of consumption and prevent alcohol-related problems before they arise.
6. Make sure your party is inclusive. You should make sure all your staff feel welcome. Perhaps some do not drink, or others do not celebrate Christmas at all. Make sure you think about these members of staff as taking the time to consider their needs will make them feel truly appreciated and included in the celebrations.
7. Investigate and take action. In the unfortunate event that someone oversteps the mark at your party, it is your duty as an employer to investigate the situation and take action. Just because it is the Christmas party does not mean it’s a free for all for antisocial behaviour and you have a responsibility to the rest of your team to ensure any misconduct is dealt with in line with your disciplinary policies.
8. Office romances. Love can often blossom between employees at the Christmas party. In a recent survey, 55% of people admitted to a festive kiss with another employee. Perhaps it’s all that mistletoe! Be clear on your stance on office relationships. If you require them to be disclosed, make that known and take action if necessary.
9. Be careful of social media. Social media can be an excellent way of demonstrating your company’s amazing culture by sharing photos and updates from your party. On the flipside, it’s important to have control over what is shared. Inappropriate photos can damage your reputation. Also, some employees may have grievances with their embarrassing photos being shared online. Ensure you have a carefully considered social media policy in your business to protect yourself and your staff.
10. Deal with staff absences. If your Christmas party falls on a weekday, it’s no surprise that you may find yourself with surprising numbers of absences the next day. Your teams should be reminded that the following day is just like any other work day and that they will be expected to act professionally and arrive on time. Use your HR team to deal with any unauthorised absences.
By following these simple rules, your employees should leave your Christmas party full of festive spirit, without leaving any nasty HR headaches for you to deal with. For further advice on dealing with HR concerns during the Christmas period contact us on 0330 555 1139 or by email at firstname.lastname@example.org.
April is a big month for employers as a flurry new employment legislation comes into force. Small businesses are likely to be under added pressure as they struggle to comply with the colossal changes. CrosseHR has come up with a handy guide which looks at the biggest changes to employment law next month.
1st April – National Living Wage
Perhaps the largest change in employment law to occur this year is the introduction of the National Living Wage (NLW); employers will be required to pay employees aged 25+ £7.20 per hour.
NLW applies to: employees, workers (inc. agency workers), casual labourers, agricultural workers and apprentices aged 25+
Failure to comply may result in a 200% penalty on funds owed, unless arrears are paid within 14 days.
A maximum penalty of £20,000 per worker can be applied
Non-compliance may result in the employer being banned from being a company director for up to 15 years
The Low Pay Commission will set all future rates
The government plans to raise NLW to £9.00p.h. by 2020
A recent survey conducted by employment giant Indeed shows that 77% of SME’s believe that the introduction of NLW will negatively impact their ability to hire new staff and grow. The care sector is believed to be amongst the hardest hit given many establishments require around the clock staffing. So what can businesses do to negate the rise in wages?
There are a few solutions;
Work smarter – this means an overhaul of current practices and increasing staff productivity. HR policy will need to be reviewed in order to maintain a happy balance between increased productivity and employee engagement. Providing targeted training to both employees and employers around policy changes will ensure compliance whilst maintaining morale and productivity.
Focus on skills – Recruiting more staff will no doubt be a problem for some SME’s and therefore getting the right person is more important than ever before. Understanding the needs of a particular role and effectively communicating that to potential candidates will be a priority as recruiting the wrong person will be more damaging given the introduction of NLW.
3rd April – Statutory maternity, paternity, adoption and shared parental pay will be frozen
Statutory maternity pay and other parental leave pay are frozen for 2016/17 at £139.58 per week or 90% of the person’s average weekly earnings if the figure is less than the statutory requirement. The figure usually increases each year with the consumer price index, however there was a slight drop of 0.1% therefore rates will be frozen.
6th April – Statutory Sick Pay will be frozen
The weekly rate of sick pay will remain £88.45 for 2016/17.
6th April – Basic tax threshold will be increased
The new rate of basic income tax will be increased to £32,000. The government introduced a tax lock within the Finance (No.2) Act 2015 which sets that there will be no increase on income tax percentage in the current parliament, establishing a “tax lock”.
6th April – Employer National Insurance contributions abolished for apprentices under the age of 25
In a bid to make it cheaper to employ young apprentices George Osbourne announced that the government would be scrapping employers National Insurance contributions for apprentices under 25. The new exemption brought by the national insurance contributions act 2015 means employers will no longer have to pay class 1 NI contributions up to the upper statutory limit. The Government has provided an in-depth guide.
6th April – The New State Pension
The single-tier pension announced in 2014 under Pensions Act 2014 comes into force. The new state pension has strict rules around National Insurance contributions meaning there must be at least 35 years of contributions or the credited equivalent to recieve the full amount. The new pension will not be available to prisoner, except in exceptional circumstances and ends contracting-out schemes.
6th April – Limits on postponements for employment tribunals
6th April – New salary requirement for tier 2 workers (general and sports person)
Migrant workers who wish to settle in the UK will be required to earn at least £35,000. Workers in shortage occupations will be exempt as will Phd level scientists.
CrosseHR has developed it’s services to respond to changes in legislation and can provide a number of sensibly priced solutions to SME’s. Our services ensure compliance and resilience in the face of the changes, these include;
Recruitment: scoping the role, person specification, advertisement language, shortlisting, negotiation of rates
CrosseHR provides solutions and dedicated support to employers in all sectors and specialises in SMEs. View the full list of our services or call 0330 555 1139, you can also email one of our specialist advisers email@example.com. We will be helping employers throughout the country comply, to keep updated with how others are reacting to the changes follow us on twitter.
In a world where information is just a key stroke away attacks to reputation online can be devastating for both individuals and businesses. Within larger organisations there are whole teams which work to protect online reputation and brand, however what about SME’s and not-for-profits who don’t have the resources available to monitor and protect their image? Fear not CrosseHR has come up with some handy tips to protect your reputation online;
1. It starts with you
The information you put online allows people to make presumptions about who you are personally and what your company represents. Often people can be the makers of their own grief by posting things online which may even have been intended to be private, but is actually publicly available and gives the wrong message. The one rule to live by is that everything you do online; the messages you send, the pictures you post and the things you comment on can be made public. There are countless examples where online messages are sent and then exposed online by it’s recipient. HR departments regularly have to deal with Facebook posts by employees which don’t comply with company ethos, not to mention the flurry of inappropriate images which have become the norm amongst young people and daters. So how do you avoid this mess? It’s simple; with everything you do question what would my employer think of this? Or if you are an employer, what would my mother think of this? By asking yourself these questions it will make you consider the content of posts before you post them and prevent you from getting an ominous email from HR on a Friday afternoon.
2. Set all personal social media profiles to private
Setting profiles to private will prevent information being indexed by search engines. Indexing is when Google or another search engine takes information you have put online or information another person has put out about you and makes that available to anyone who searches for you or your company. The last thing you want when someone is Googling you are webpages and Facebook posts which show you or your company in a bad light. Follow these steps to make your personal accounts private;
a) Go to the top right hand corner and click the padlock sign.
b) Click on the “see more settings” link.
c) You will be brought to this page.
d) At the bottom it asks whether you want search engines to link to your profile, make sure this option shows up as “no”.
e) Click on ‘Limit Past Posts’, this will limit the audience of your previous posts.
f) Make sure that only friends can see your future posts.
a) Click on your profile picture
b) Click on settings.
c) Click security and privacy.
d) This page will appear, click ‘Do not allow anyone to tag me in photos’, this will prevent anyone tagging you into an image that you wouldn’t want to be associated with.
e) Click ‘Protect my Tweets’, select this option if you don’t want your tweets to be publicly visible to anyone, by doing this you limit those who can see your tweets to just people you have approved.
f) Ensure all other options are not ticked.
3. The right to be forgotten
A relatively new feature to Google is the ability to be forgotten by asking Google to review and delete web pages from it’s results. The feature comes after a ruling in the European Court of Human Rights on data protection and currently users can ask Google not to display web pages containing their name where the page in question is irrelevant, no longer relevant, excessive or inadequate. If when Googling yourself, which we all at some point do, you find something that’s unfair or just plain wrong you can ask Google to omit it from their results by filling in a simple online form.
Google and other search engines display a certain number of results per page, therefore logic dictates that the more quality content you put out the more of that space will be occupied by you. By consistently creating and publishing online content you can knock detrimental results down to later pages which are seldom read. The ultimate goal is to have so much unique quality content that any attack on your reputation wouldn’t get close to page one of the results.
5. Contest your reputation online
If you do come across something contact the site the content is being hosted on, as well as doing a Google request (above). The last thing a site administrator wants is libellous content on their site and often a quick email will result in it’s swift removal. If the site is operated by the person creating the content then it is also a good idea to contact them asking them to remove it. If all above attempts fail it is a good idea to contact a solicitor who will be able to advise you on further action.
CrosseHR can advise on a range of HR issues including dismissals, tribunals and employment law. If you are experiencing issues with an employee’s online behaviour or want to develop your policies on responsible media use then CrosseHR can help! Call 0330 555 1139 or email firstname.lastname@example.org, you can also view a full list of our services here.