Whistle Blowing Policy

Sunshine Wood safeguards and promotes the welfare of all the children using the centre. The Whistle Blowing policy is in place to support this and all the staff members in the setting are made aware of the policy at the initial staff induction, they are clear what behaviour is expected and what is not acceptable.

Sunshine Wood aim to create a culture of safe working practice where all staff recognise and acknowledge that they are free, able and encouraged to express concerns they may have about childcare practice within our setting.

All staff must understand the code of conduct in the work place and outside of work, if they are engaged in regulated activity with children, so that they have an insight into when a colleague may or may not be acting/behaving in a way that causes a concern.

All staff must acknowledge their individual duty to bring matters of concern to the attention of their senior manager. Although this can be difficult, it is particularly important where the welfare of children may be at risk.

Staff members within the setting may be the first to recognise that something is wrong; however, they may not be able to express their concerns out of feeling disloyal to colleagues, or fear of harassment and victimisation. These feelings, however natural, must never result in a child being put at risk.

Why do we use whistle blowing?

  • Each individual has a responsibility for raising concerns about unacceptable practice or behaviour
  • To prevent problems worsening or widening
  • To protect and reduce risk to others
  • To prevent becoming implicated yourself

How to raise a concern and use whistle blowing correctly

  • You should voice your concerns, suspicions or uneasiness as soon as you can to Katie Leng.
  • The earlier the concern is expressed the easier and sooner action can be taken.
  • Try to pinpoint what practice is concerning you and why.
  • Give names, dates and places where you can.
  • A member of staff is not expected to prove the truth of an allegation but will need to demonstrate sufficient grounds for the concern.
  • Approach your immediate manager or contact the:

Local Authority Designated Officer (LADO) Telephone: 01482 396999.

Public Concern at Work:

Telephone: Whistle blowing Advice Line 02074046609

E-mail: UK Advice Line: whistle@pcaw.org.uk

Try to pinpoint what practice is concerning you and why.  Give names, dates and places where you can.  A member of staff is not expected to prove the truth of an allegation but will need to demonstrate sufficient grounds for the concern.  Approach your immediate manager or contact the: