Whistleblowing Policy

Performance Goal C.I.C.
Approved by: Board of Directors
Effective date: [01/05/2025]
Next review: [01/05/2026]

1. Purpose

Performance Goal C.I.C. is committed to the highest standards of integrity, transparency, and accountability. This policy provides a clear framework for raising genuine concerns about wrongdoing in the workplace, without fear of retaliation.

We want a culture where all individuals feel safe to “speak up” if they suspect unethical, illegal, or unsafe practices.

2. Scope

This policy applies to:

  • All employees, directors, officers, agency workers, volunteers, and contractors.

  • It also extends to suppliers and partners who wish to raise a concern.

3. What is Whistleblowing?

“Whistleblowing” is the disclosure of information which a worker reasonably believes shows wrongdoing in the public interest, such as:

  • Criminal offences or breaches of law (including fraud, theft, corruption).

  • Breach of legal obligation (including breach of company policy or regulation).

  • Miscarriage of justice.

  • Danger to health, safety or the environment.

  • Modern slavery, exploitation, or human rights abuse.

  • Concealment of any of the above.

This policy does not cover personal grievances (which should follow the Grievance Procedure).

4. Our Commitment

Performance Goal C.I.C. will:

  • Treat all disclosures seriously and confidentially.

  • Protect whistleblowers from victimisation or retaliation.

  • Investigate promptly and fairly.

  • Take remedial or disciplinary action where necessary.

5. Raising a Concern

Concerns should be raised as early as possible, even if you only have a reasonable suspicion.

You can raise a concern:

  • Internally:

    • Line Manager / Supervisor (if appropriate)

    • Designated Whistleblowing Officer: [Name / Role / Email]

    • CEO or Board Chair: [Name / Email]

  • Externally (if internal reporting is not suitable):

    • Charity Commission (if applicable)

    • Companies House (CIC Regulator)

    • Relevant law enforcement (Police, HMRC, HSE, etc.)

    • The UK Government’s List of Prescribed Persons

Anonymous disclosures are accepted, but may be more difficult to investigate.

6. Investigation Process

  • The Whistleblowing Officer will acknowledge receipt of your concern within 5 working days.

  • An initial assessment will determine whether a full investigation is warranted.

  • Investigations will be conducted impartially and, where appropriate, independently.

  • Findings and any actions will be shared with the whistleblower (where possible).

7. Protection & Confidentiality

  • Your identity will be kept confidential, unless required by law.

  • Retaliation, harassment, or victimisation of whistleblowers is a disciplinary offence.

  • Anyone found to have deliberately made false or malicious allegations may face disciplinary action.

8. Support

Performance Goal C.I.C. will offer support to those raising concerns, including access to HR, EAP (if available), or independent advice from Protect (formerly Public Concern at Work) — UK’s whistleblowing charity: https://protect-advice.org.uk

9. Review

This policy will be reviewed annually or following any legislative or organisational change.