Whistleblowing Procedure

If you have concerns about what is happening at work, report it.

Do your concerns relate to the safety of children and young people, safety of vulnerable adults, unlawful conduct, financial malpractice, dangers to the public or the environment, or avoidable losses? Then come forward and voice your concerns.

You can assist the council in ensuring the safety of our residents and minimising the risk of avoidable losses from error, mismanagement, and dishonesty.

Lambeth Council will not tolerate malpractices, abuse, and wrongdoing at work. 

The policy

Lambeth Council is committed to developing a culture where it is safe and acceptable for all its employees, including employees of our providers and partners, and stakeholders, to raise their concerns about what is happening at work – safeguarding concerns, unlawful conduct, financial malpractice, dangers to the public or environment, or avoidable losses.

Avoidable losses arise from error, mismanagement, or dishonesty.

The Whistleblowing Charter (the Charter) gives you the opportunity to have your concerns heard and investigated in confidence and without fear of reprisal. Our Charter has been developed in accordance with the Public Interest Disclosure Act 1998. The act was introduced to ensure that concerns raised by employees are dealt with at an early stage and in an appropriate manner, including protection for the employee.

We recognise that employees are often the first to notice that something is seriously wrong within the council. We want all employees to feel confident about voicing and acting on concerns they may have about service provision, malpractice, conduct of officers, councillors or anyone acting on behalf of the council.

Aims of the procedure

The procedure aims to:

  • encourage you to feel confident about raising concerns and to question and act on those concerns.
  • provide a way for you to raise concerns and receive appropriate feedback on any action taken.
  • confirm that all concerns raised will be examined and the council will assess what action should be taken.
  • reassure you that you will be protected from possible reprisals or victimisation if you have made a disclosure in good faith.
  • provide ways for you to take the matter further if you are dissatisfied with the council’s response.

What does the procedure cover?

Malpractice, abuse, and wrongdoing can cover a whole range of issues, but we have listed examples here for your guidance:

  • abuse of children and vulnerable adults (e.g., through physical, sexual, psychological, or financial abuse, exploitation, or neglect).
  • any unlawful act, whether criminal (e.g. theft) or a breach of the civil law (e.g. slander or libel).
  • health and safety risks, including risks to the public as well as to other employees (e.g. faulty electrical equipment).
  • damage to the environment (e.g. pollution).
  • the unauthorised use of public funds (e.g. expenditure for improper use).
  • possible bribery, fraud, and corruption in relation to providing or receiving of council services.
  • inappropriate or improper conduct (e.g. abuse of power, bullying/harassment).
  • serious failure to comply with appropriate professional standards (e.g. National Code of Local Government Conduct).
  • breach of council or statutory codes of practice or the council’s standing orders (e.g. Lambeth’s Managers’ Charter). 
  • discrimination on the grounds of race, colour, creed, ethnic or national origin, disability, age, sex, sexual orientation, marital status, or class.
  • other unethical conduct.

The procedure does NOT apply to raising grievances about an employee’s personal situation and, thus, does not replace existing procedures for personal differences or conflicts. If you have concerns in this area you should consult with the council’s Grievance Policy or your immediate manager.

Who can use the procedure?

The procedure applies to all council employees, contractors and suppliers including agency staff, residential home staff, builders, drivers, and those who provide services under contract to the council, such as care home workers.

You are encouraged to raise your concerns, provided that you:

  • make the disclosure in good faith.
  • believe that the information or any allegation is reasonably true.

Reporting your concerns through the procedure

Lambeth Council encourages you to raise any concerns that you have regarding safeguarding of children and young people and vulnerable adults, unlawful conduct, financial malpractices, potential dangers to customers, suppliers or to members of the public or the environment, or what you consider could be waste or other avoidable losses.

You should discuss your concern with your immediate line manager or their manager, or:

Be prepared to give as much detail as you can, including the reasons why you are particularly concerned. We recognise that you may not have all the information to support your concerns.

We will:

  • record and acknowledge your concern(s)
  • refer the matter for investigation
  • make an assessment as to further action
  • keep you informed
  • advise you of the outcome

If you are not satisfied that the matter has been properly addressed, and if you feel that it is right to take the matter outside the council, we will provide you with relevant contact points.

Your information will be treated in strictest confidence and in accordance with the Public Information Disclosure Act 1998, which protects genuine whistleblowers.

Lambeth Council will not tolerate false or malicious allegations or the victimisation of any employee who has raised a concern in good faith. Raising a matter maliciously that you know to be untrue or the victimisation of any employee may result in disciplinary action. The council will also seek to minimise the effect on employees who have had a false or malicious allegation made against them.

When should I raise my concern?

The earlier you express your concern, the easier it is to act.

As a first step, you should raise any concern you have with your immediate manager or their manager, orally or in writing. If you do not feel comfortable with this you should contact one of the following, depending on the seriousness and sensitivity of the issues involved and who is thought to be involved in the malpractice or wrongdoing:

  • a director, assistant director, or head of service.
  • a HR officer.
  • a strategic director.

You can report whistleblowing by email at raiseaconcern@lambeth.gov.uk

If officers have any safeguarding concerns in relation to residents or service users these should be addressed urgently as follows: 

Anybody who has a whistleblowing concern about the children’s safeguarding services at any local authority can contact Ofsted’s Whistleblowing Team:

How will Lambeth Council respond?

Lambeth Council’s response will depend on the nature of the concern that has been raised. In all instances the council will:

  • record and acknowledge your concern and refer the matter for investigation within three days of receiving the report.
  • respect your confidentiality – your identity will not be disclosed to anyone without your consent.
  • assess your concerns to determine further action.
  • let you know what enquiries have been made.
  • tell you whether further investigations will be made and if not, why.
  • inform you of the outcome of the inquiry.

Depending on the nature of the issue raised, Lambeth Council may:

  • request more information or evidence from you.
  • investigate through an internal audit.
  • undertake disciplinary action.
  • launch an independent enquiry.
  • refer the matter to the police.

Can I take the matter further if I’m not satisfied?

In the first instance, we encourage all employees to raise their concern within Lambeth Council.

If you are unhappy with the process or outcome of an investigation you can contact one of the following:

Responsible officer

The Counter Fraud Manager is responsible for the supervision and co-ordination of all fraud matters, including the maintenance and operation of this policy. A record of concerns raised, and the outcomes is maintained by counter fraud, which is responsible for the day-to-day administration of the whistleblowing procedures.