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Once your suspicion is well founded, the safe and right thing to do is raise it. You do not need absolute proof but there must be a basis for your suspicion - you must, at minimum, have a 'reasonable belief' that wrongdoing is taking place. Consider the consequences if your concern subsequently proves to be well founded and you do not raise it.
For example: If your concern relates to a health and safety issue, could someone be killed or badly injured if you decide to do nothing?
If your concern is about suspected fraud, could your employer go bankrupt as a result, with consequential loss of the business and the jobs of employees?
If you concern is about breach of operating procedures, are customers suffering as a result?
The right thing to do is to raise a concern about it. If you don't the wrongdoing or inappropriate behaviour may persist and become more serious. People may get hurt and your Organisation or others may suffer.
Raiseaconcern.com can only accept your concern if your employer is registered with us. If they are, simply Register and proceed to Log In and raise your concern. You will need your Organisation's ID to register. This will be available from their Policy on Raising Concerns (Whistleblowing Policy) and/or on their Intranet site.
If your employer is not registered, you can Recommend an Organisation. Raiseaconcern.com will contact your Organisation. We will not reveal your identity to your employer unless you give us permission to do so and, if you have indicated that you have a concern to raise, we will advise them.
Even if your employer is not registered with us, they may still have a whistleblowing policy. A good starting point would be to read a copy of that.
If you feel comfortable in doing so, you should report the matter to your line manager or any member of senior management.
There may be an independent unit in your Organisation, such as Compliance, Internal Audit or Human Resources to whom you can report the matter.
Alternatively, if you are a member of a professional body or a trade union, you could report the matter to them.
And, if the matter is sufficiently serious, you always have the option of reporting to a regulator or law enforcement agency.
For a list of examples of wrongdoing or impropriety click here.
If you feel comfortable to do so, you should seek information from your line manager or a member of senior management.
If you need information or guidance from a professional independent source before you decide, you may call Raiseaconcern.com quoting your Organisation's ID. This will be available from their Policy on Raising Concerns (Whistleblowing Policy) and/or on their Intranet site.
Unfortunately, if your employer does not avail of our services, we are not in a position to give you information or guidance due to insurance constraints. However, you may Recommend an Organisation, indicating that you are doing so because you have a concern to raise. We will bring this to the attention of your employer but we will not (unless you ask us to) disclose your identity.
Organisations that use the services of Raiseaconcern.com encourage and support employees who speak up. Your concern will be independently investigated by a person nominated by your Organisation and you will receive ongoing updates and feedback on the investigation. Your concern is appreciated and valued.
The Protected Disclosures Act 2014 protects workers who raise concerns regarding certain possible wrongdoing or misconduct in the workplace that has come to their attention.
If you make a protected disclosure to your employer about possible wrongdoing, you may be in a position to avail of significant employment and other protections if you are penalised as a result of so doing.
Equally, if having made a protected disclosure about possible wrongdoing and you, or your family, or others experience coercion, intimidation, harassment or discrimination at the hands of another employee or a third party as a result of so doing, then you have a right of action in tort against that person.
However, despite these protections and the requirements under the legislation that your employer protects your identity, there is a risk that details of your identity could become known to certain members of management or others when you raise a concern directly with your employer. Also, the protections are responsive rather than preventative, meaning that you can only claim protection after you have suffered the penalisation.
If your employer uses the services of Raiseaconcern.com, they are committed to providing a safe environment for you to raise a concern. You can still make a protected disclosure to us, as your employer's nominated representative. For this reason, the use of our services can be very beneficial (to you and your employer) as you will be encouraged to raise your concern but your identity will be protected - even from your employer - unless, under exceptional circumstances, we are compelled by law or court order to disclose it.
No. Once your concern is well founded, the safe and right thing to do is raise it. Consider the consequences if you concern proves to be well founded and you do not raise it. For example - if your concern relates to a health and safety issue, could someone be killed or badly injured if you decide to do nothing.
If your employer uses the services of Raiseaconcern.com, they are committed to the elimination of workplace wrongdoing and impropriety. If the circumstances require, your concern will be investigated by your employer and you will be advised of the outcome. If you are dissatisfied with the outcome, you have the ability to provide feedback and to appeal. The Senior Management, and in more serious cases which may involve Senior Management, the Board, will be advised of your dissatisfaction.
If you are still dissatisfied, you have the option to report your concern to an external regulatory authority or law enforcement agency.
Raiseaconcern.com recommends that you allow your employer to investigate your concern first. This can save time and effort on all sides. If the matter is serious and requires reporting to an external regulator or law enforcement agency, your employer has an obligation to do so.
If, exceptionally, you feel your concern could be suppressed, not properly investigated or evidence destroyed, you still have the ability under the Protected Disclosures Act 2014 to raise your concern with other bodies. However, you should note that a higher level of proof is necessary in order to claim the protections available under the legislation if you raise your concern with other parties, such as the press. See Easy Guide to the Protected Disclosures Act 2014.
You do of course also have the option to go directly to an external regulatory authority or law enforcement agency.
If your employer does not use the services of Raiseaconcern.com, you also have the option to Recommend an Organisation and, if they register, you may proceed to use our secure service.
Your manager should give feedback, even if no further action is being taken.
Sometimes line managers may not fully understand the seriousness of an issue and it needs to be raised to more senior management to ensure it is dealt with. Alternatively, your manager may neglect to follow up or have a vested interest in not following up. Whatever the reason, you are encouraged to raise your concern again. It is the right thing to do. If you don't, the wrongdoing or inappropriate behaviour may persist and become more serious. People may get hurt and your Organisation or others may suffer.
If your employer uses the services of Raiseaconcern.com and you raise your concern using that service, you will be given the opportunity to disclose lack of prior management action, if you wish.
We will not disclose your identity to your employer.
However, we will reveal details of your concern to your employer to enable them investigate it. In the course of conducting this investigation, your employer may need to reveal details of the concern to others, including those against whom allegations may have been made and their advisers. It may be necessary to disclose details to members of Senior Management or the Board. If the concern is serious enough, they may be required to disclose your concern to external bodies or law enforcement agencies.
If your employer is registered with us, we will not reveal your identity to your employer when you raise a concern with us. You can of course request us to do so, if you so wish.
If you recommend that your employer registers with us through ‘Recommend an Organisation’, we will not reveal your identity to your employer unless you agree that we can do so.
As an employee of a registered employer, you can, as part of our service, speak to us in confidence in order to obtain information and guidance. We do not voice record these calls. However, we do keep a record of your call to assist if you call us back and also to help us measure and monitor the quality of our service. We will only reveal what you have told us if you give us permission to do so.
In exceptional circumstances, we may be required by law or court order, to reveal details of your concern or your identity.
No. If you decide to raise a concern you must have reasonable belief that what you raise is true - to the best of your knowledge. However, you are not required to have hard evidence and you are not required to conduct your own investigation - indeed you are requested not to do so.
As far as possible, any supporting information that you have should be provided. If you are raising the concern through Raiseaconcern.com, there is a facility to attach PDF documents (including pictures) and video or audio tapes as evidence. You are also given free form text to describe the basis for your concern. The bigger or more serious the problem is, the more likely it is that that others may contradict your version of events or may try to suppress evidence. So, the more evidence you provide, the easier it will be for the investigation team to prove your concern.
But remember, don't go too far in trying to corroborate your concern and be conscious of not disclosing your identity, if this is an issue for you.
No. Raiseaconcern.com are providing a service to your employer and they have agreed that if you raise your concern with us, it will not be regarded as a breach of your confidentiality agreement. Indeed your concern will be forwarded to your employer.
No. Details of a concern must not be relayed by e-mail to Raiseaconcern.com as this is not a secure method of communication. You can only raise a concern with us if your employer is registered. Then, the only secure way to communicate with us and the only way that protects your identity and safeguards the confidentiality of your concern is to enter the relevant details on the personally allocated password protected section of our encrypted website.
No. It is not secure to communicate feedback or pose questions by e-mail. If Raiseaconcern.com wish to communicate with a person who has raised a concern, we will send them an e-mail to advise that a message has been posted on that person's password protected section of the encrypted Raiseaconcern.com website.
While we do not encourage this practice, we will accept a concern by surface mail if the employee is not conversant with using the internet or does not have web browsing facilities available. Complete details, including full contact details, must be sent to us by registered post. Click here for our contact details.
No. We can provide you with information and guidance by telephone but you must submit your concern by registering on our website or, exceptionally, by registered surface mail.
If you are concerned about wrongdoing, the right thing to do is to raise it. It may be appropriate in these circumstances to consult your trade union or to seek legal advice before raising the matter.
Even if everyone is expected to do something, that doesn’t make it right. There may be many others who are uncomfortable, and who will be relieved that a colleague has raised the issue.
To view Raiseaconcern.com's Guide to the Protected Disclosures Act 2014, click here .
To view the Act itself click here .
To find details about Raiseaconcern.com go to About Us .
Yes. Raiseaconcern.com is a commercial organisation which receives annual remuneration from the employers and others who contract their services.
The key objective of Raiseaconcern.com is to facilitate raising concerns about wrongdoing in a manner that does not disclose the identity of the person raising the concern. In doing this, we have responsibilities to both parties. We are a trusted independent intermediary between both parties who help make the process work better.
Our Vision and Mission Statements set out how we strive to achieve this.
The service can be used by employees, at all levels, of Organisations registered with Raiseaconcern.com, irrespective of the nature or duration of your employment contract.
In addition, if you are an agency staff member, a personal contractor or a trainee/person on work placement with the Organisation, you may also use the service.
Unfortunately, if your employer does not avail of our services, we are not in a position to provide services to you due to insurance constraints. However, you may Recommend an Organisation indicating that you are doing so because you have a concern to raise. We will bring this to the attention of your employer but we will not (unless you ask us to) disclose your identity.
Full details of how the process works will be set out in your Organisation's Policy on Raising Concerns (Whistleblowing Policy). In short :
These circumstances are likely to be exceptional, such as, for example, if the investigation of your concern gave rise to criminal proceedings being taken against a person, and an order was made by the court against Raiseaconcern.com to reveal your identity because you were the only witness to facilitate prosecution of the case, and the court wished to call you as a witness. For details of the circumstances where Raiseaconcern.com might be required by law or court order to reveal details of your concern or your identity to third parties, please click here .
Yes, it is possible to do so directly with your employer. But the protections afforded by the Protected Disclosures Act 2014 will not apply as the identity of the person raising the concern will not be known. Equally, the credibility of such concerns raised can be open to question. While many legitimate concerns are raised anonymously, sometimes unscrupulous, malicious or vindictive concerns can also be raised under the cover of anonymity.
As a result, concerns raised anonymously must be treated cautiously and need to be assessed by employers to establish if it is possible or prudent to investigate them. There is no opportunity for employers to follow up with the whistleblower. So while raising a concern anonymously may, at first pass, be considered the safest way to do so, it typically will reduce the likelihood of the concern being proven or addressed.
For this reason, Raiseaconcern.com does not recommend raising concerns in this way.
Raiseaconcern.com does not accept concerns without disclosure of the identity of the person raising the concern.
The facility offered by Raiseaconcern.com effectively offers the best of both worlds. It offers anonymity (from your employer and their nominated investigators) but still offers the protection of the Protected Disclosures Act 2014 if an employee subsequently feels the need to invoke the protections of legislation, because they feel someone has suspected their identity and that they have suffered adversely as a result. In addition, it adds to the efficiency of the investigation process by providing a facility for updates and feedback, as Raiseaconcern.com intermediate between employer and employee without disclosing the employee's identity.
Yes, if you have raised a concern with us and need further support or information, you may contact us by using the facility on your concern log. This service applies for as long as your Organisation is registered with us.