Issued: 30th May 2025
Company: Barrow Mount Ltd
Company Registration Number: 15935241
Registered Address: 31–35 Kirby Street, London, EC1N 8TE
Scope
This policy is issued in line with the Public Interest Disclosure Act 1998. The Act protects workers who raise concerns about certain matters of public interest and is incorporated into the Employment Rights Act 1996, which already provides protection for employees raising concerns over workplace health and safety.
Introduction
Employees and associated personnel are often the first to notice wrongdoing. However, concerns may not always be reported due to fear of victimisation, reprisal, or being seen as disloyal. Barrow Mount is committed to maintaining an open and transparent working environment where misconduct can be reported without fear.
This policy encourages individuals to raise genuine concerns internally in good faith and ensures that they are addressed properly. The policy applies to both permanent staff and any temporary or contract workers engaged by Barrow Mount.
Concerns covered by this policy may include actions that are unlawful, unethical, or fall below expected standards of conduct. They may relate to malpractice, danger to health and safety, financial irregularities, or any behaviour that seriously affects the integrity of the business. This policy is not a substitute for existing grievance procedures but is designed to apply where other processes do not.
How to raise a concern
Where possible, concerns should be raised with your line manager in the first instance. If the concern involves your line manager or you feel unable to speak with them, the matter should be raised with the managing director or a designated senior contact. Reports can be made verbally or in writing and should include relevant names, dates, locations, and any background information that supports the concern.
Once raised, your concern will be acknowledged within five working days. A full investigation will be conducted in a timely, confidential, and impartial manner. You will receive feedback on the outcome or next steps within a reasonable time frame.
Confidentiality
Barrow Mount recognises that some individuals may wish to raise concerns in confidence. Every effort will be made to keep the identity of the whistleblower confidential unless disclosure is required by law. No employee will be victimised for raising a concern in good faith. Any attempt to prevent a person from speaking up or any act of retaliation will be treated as a disciplinary matter.
Escalation
If you are not satisfied with how your concern has been handled or resolved, you may escalate the matter. Further guidance on escalation routes, including appropriate external regulatory bodies, can be provided by senior management on request.
External reporting
In certain cases, and if internal channels have been exhausted or are inappropriate, you are entitled to raise your concerns with prescribed external authorities. This includes regulators such as the Financial Conduct Authority, HMRC, or the Health and Safety Executive, depending on the nature of the concern.
Your legal rights
Nothing in this policy affects your statutory rights under the Public Interest Disclosure Act 1998. Employees are entitled to legal protection when making protected disclosures.