Whistleblowing Policy
1. Purpose and commitment
Manor Farm is committed to a safe, open culture in which concerns about children, young people, adults, animals and the organisation can be raised promptly and without fear of retaliation. Staff and others working with us are encouraged to speak up when they reasonably believe something is wrong, including where they are uncertain or do not have proof. Safeguarding concerns must never be ignored or concealed.
2. What this policy covers
Whistleblowing means raising concerns about wrongdoing that may affect others or the public interest. Examples relevant to our farm and education provision include:
A child or vulnerable person being harmed, placed at risk or inadequately supervised; concerns about the conduct of an adult working with children.
Unsafe animal handling, neglect of animal welfare, avoidable zoonotic infection risks or unsafe transport practices.
Serious health and safety failures, unsafe equipment, inadequate first aid or deliberate disregard of risk assessments.
Unlawful conduct, fraud, dishonest record-keeping, breaches of legal duties, sexual harassment or deliberate concealment of wrongdoing.
Safeguarding reports being dismissed, mishandled, falsified or not referred to the appropriate authority.
A personal employment grievance is normally managed under the relevant grievance arrangements. A concern may still qualify as whistleblowing if it also raises a wider public-interest issue. A child protection concern should be reported under the safeguarding procedure immediately; this policy provides an additional route where the concern is about the organisation or its response.
3. Who can raise a concern
Any member of staff, volunteer, contractor or work-experience participant may raise a concern under this policy. Manor Farm will respond seriously regardless of whether a person has statutory whistleblowing protection. Statutory protection depends on the legal tests and the individual’s employment status; volunteers are not automatically covered by whistleblowing employment law.
4. Reporting routes
Raise safeguarding concerns with Antonia Stewart, Designated Safeguarding Lead, as soon as possible.
If the concern involves Antonia, or you feel unable to report to her, contact Caroline Thomas, Owner.
If the concern involves Caroline and Antonia, or you believe an internal report is unsafe, ineffective or being concealed, contact an appropriate external safeguarding body directly. You do not have to wait for internal permission.
If a child or anyone else is in immediate danger, call 999 first, then notify the DSL or owner when safe to do so.
5. How to make a report
Report in person, by telephone or in writing as soon as possible. Explain what happened, when and where, who may be affected, any immediate risk, who witnessed it and whether you have already reported it. Separate what you saw or heard from what you suspect. Do not investigate the allegation yourself, question a child repeatedly, promise secrecy or confront the person concerned. Preserve relevant notes or evidence securely. A concern will be considered even where some details are unknown.
6. Immediate safeguarding response
The person receiving a safeguarding concern will assess immediate safety, record the information accurately and follow Manor Farm’s Safeguarding / Child Protection Policy. Where appropriate, the DSL will contact children’s social care, the Local Authority Designated Officer (LADO) for allegations about adults working with children, or the police. Staff must not delay an urgent referral while waiting for a manager to become available. A concern about an adult must not be handled as an informal employment issue where safeguarding thresholds may be met.
7. How Manor Farm will respond
The recipient will acknowledge the concern where contact details are available, consider urgent protective action, decide who should manage the matter independently and refer externally where required. We aim to acknowledge reports within two working days and provide an update within ten working days where appropriate; safeguarding action will not wait for these timescales. Investigations will be proportionate, impartial and documented. Any staff member named in a concern will be treated fairly, while protection of children and others remains paramount.
8. Confidentiality and anonymous concerns
Information will be shared only with those who need it to assess, investigate or act on the concern, subject to safeguarding and legal duties. Absolute confidentiality cannot be promised, particularly where a referral or fair investigation requires disclosure. Anonymous concerns will be considered, although anonymity can make follow-up harder. Personal data and records will be stored securely with access restricted to authorised personnel.
9. Protection from victimisation
No person should be bullied, threatened, isolated, denied work opportunities or otherwise penalised for raising a concern reasonably and in the public interest. Statutory protections for qualifying disclosures apply where the legal criteria are met. Manor Farm will address retaliation as a serious conduct matter. A report that turns out to be mistaken will not by itself result in disciplinary action; knowingly fabricated allegations may be addressed through appropriate procedures.
10. External advice and escalation
Where a concern is not resolved, involves senior management or needs independent advice, staff may contact the relevant statutory authority or prescribed body. For child welfare or protection concerns, the NSPCC Whistleblowing Advice Line is 0800 028 0285. For immediate danger, call 999. Concerns about animal welfare may be raised with the relevant animal welfare enforcement authority; workplace health and safety concerns may be raised with the relevant regulator. External disclosure and legal protection depend on the circumstances and the appropriate reporting route.
11. Records, training and review
The owner and DSL will ensure staff know how to raise concerns and where to find this policy. Reports, decisions, referrals and outcomes will be recorded securely, with appropriate retention and access controls. The policy will be reviewed annually and following a significant safeguarding incident or change in guidance. It should be read alongside the Safeguarding / Child Protection Policy, Staff
