Whistleblowing Policy

Published July 2025

1. Introduction

At Code Your Future (CYF), we are committed to promoting a culture of integrity and transparency. This policy outlines the procedures for raising concerns about wrongdoing and ensures that individuals who raise legitimate concerns in good faith are protected.

2. What is Whistleblowing?

Whistleblowing refers to the act of raising concerns about suspected wrongdoing, which could affect the public interest or the reputation of Code Your Future. Concerns that fall under this policy may include, but are not limited to:

  • Fraud, corruption, or misuse of CYF’s resources
  • Unauthorised use of CYF funds
  • Sexual, physical, or emotional abuse of community members
  • Health and safety risks to staff, participants, or the public
  • Criminal offences or legal violations
  • Environmental harm or unethical conduct
  • Deliberate concealment of any of the above

Whistleblowing is not intended to address personal grievances, such as those concerning employment disputes, bullying, or harassment, which should be raised through the appropriate procedures [insert links when live]

3. Who is Covered by this Policy?

This policy applies to all individuals associated with Code Your Future (CYF), including:

  • All employees (full-time, part-time, temporary, casual, and agency)
  • Volunteers, trainees, and apprentices
  • Contractors and consultants
  • Trustees and Board members
  • Former employees, former volunteers and former trainees who were once associated with CYF
4. Legal Protections

 

Under UK law, whistleblowers are protected from retaliation. The Public Interest Disclosure Act 1998 and the Employment Rights Act 1996 ensure that employees who disclose concerns in the public interest are safeguarded. This includes protection against dismissal, demotion, or victimisation. To qualify for protection, the whistleblower must:

  • Make the disclosure in good faith
  • Believe that the information is substantially true
  • Raise the concern in the public interest, rather than for personal gain

Whistleblowers who act in good faith are also protected when making disclosures to relevant regulators, such as the Health and Safety Executive or the Charity Commission, or to other appropriate bodies.

5. Responsibilities of Individuals Raising Concerns

 

If you suspect any form of wrongdoing, you are encouraged to speak up. When raising a concern, you must:

  • Act in good faith
  • Provide information that you believe to be true
  • Refrain from making malicious or false allegations
  • Not seek personal gain from making the disclosure

Any individual who raises a concern in bad faith may face disciplinary action as per CYF’s Code of Conduct [insert link when live]

6. Procedure for Raising Concerns

 

To ensure a clear and straightforward process for raising concerns, please follow the steps outlined below:

Initial Reporting:
If you have a concern, you should raise it through the appropriate channel within the organisation. If you have a line manager, you should raise your concern with them in the first instance. If this is not applicable, or if the concern involves your line manager, or you feel unable to approach them, you should report it directly to the CEO. 

Escalation:
If the matter involves the CEO or if you feel it cannot be raised internally, you can contact the Chair of Trustees directly. Trustees should report concerns to the Chair, or, if necessary, to the CEO.

Reporting Format:
Concerns should be raised in writing (including email), providing details of the issue, including relevant dates, names, and events. If you are unable to submit your concerns in writing, an interview can be arranged.

Confidentiality:
You are encouraged to raise concerns openly. However, if you prefer, you can ask for your identity to be kept confidential, and the person handling your concern will do their best to honour this request, provided it does not hinder the investigation.

Anonymous Concerns:
While you may raise a concern anonymously, please note that this may limit CYF’s ability to follow up or provide feedback. We will still assess and investigate the matter as far as possible.

7. Reporting and Escalation for Former Staff Members and Individuals Once Associated with CYF

 

Former staff members and individuals who were once associated with CYF may raise concerns under this policy as follows:

  • Former Employees: If you were previously employed by CYF, you should first contact the CEO or the Chair of Trustees, depending on the nature of the concern.
  • Other Individuals (e.g., former volunteers, contractors, or consultants): If you were once associated with CYF in another capacity, you may contact the CEO or the Chair of Trustees, as appropriate.

For former staff members and other individuals once associated with CYF, the escalation procedure remains the same, except that the individual should first contact the relevant contact point listed (CEO or Chair of Trustees) based on the nature of the concern.

Concerns should be raised in writing or by interview as described under Procedure for Raising Concerns.

8. Investigation Process

 

Once a concern has been raised, the following steps will be taken:

Acknowledgement:
The person handling the concern will acknowledge receipt within ten working days. They will outline how the concern will be addressed, provide an estimated timeline, and explain the investigation process.

Investigation:
The appointed investigator will review the concern, which may include gathering further information and interviewing relevant individuals. Investigations will be conducted promptly and confidentially.

Outcome:
Following the investigation, you will be informed of the outcome, including any actions taken or reasons why no action was necessary. If you are dissatisfied with the outcome, you may escalate the matter using the complaints procedure outlined below.

9. Protection Against Retaliation

 

CYF is committed to ensuring that no individual suffers any form of retaliation for raising concerns under this policy. Whistleblowers who act in good faith will not face dismissal, disciplinary action, or any other form of detriment. However, if it is found that a person is acting maliciously or without reasonable grounds, appropriate action will be taken.

10. External Reporting

 

If, after following the internal procedures, you still feel that your concern has not been adequately addressed, you may report it to an external body such as:

  • The Charity Commission
  • The Health and Safety Executive
  • The Financial Conduct Authority
  • The Police (in cases of criminal activity)

You are encouraged to seek independent legal advice if needed, particularly from organisations like Protect, which offers free advice to whistleblowers.

11. Record Keeping and Reporting

 

CYF will keep a record of all concerns raised, the investigations conducted, and the final outcomes. These records will be reported to the Board of Trustees in aggregate form, without disclosing personal details of the whistleblower.

12. CYF’s Commitment to You

 

At Code Your Future, we take concerns about wrongdoing seriously and encourage an open environment where staff and other individuals feel confident to speak out. We are committed to treating all whistleblowers with fairness and respect and ensuring that any concern is investigated thoroughly.

13. Review and Approval of the Whistleblowing Policy

 

This whistleblowing policy will be reviewed at least annually to ensure it remains effective, relevant, and in compliance with any changes in applicable laws and regulations. The review process will take into account feedback from staff, lessons learned from whistleblowing cases, and any organisational changes that may impact the policy’s implementation.

Additionally, the policy will be reviewed whenever significant legislative changes occur, such as amendments to whistleblowing laws, or when the organisation undergoes major structural changes. This ensures the policy continues to provide a clear, transparent, and effective mechanism for raising concerns and remains aligned with best practices in protecting whistleblowers.

The Code Your Future Trustee Board has overall responsibility for approving the policy, while the CEO is responsible for overseeing the effectiveness of actions taken in response to concerns raised, and providing assurance to the Board. The CEO also ensures the policy remains comprehensive and compliant with applicable laws.

Contact Details

For more information or to raise a concern, please contact: