Whistle Blowing Policy and Procedures


The Link School is committed to conducting its business with honesty and integrity, and expects all staff to maintain high standards in accordance with their contractual obligations and the School’s policies and procedures.


However, all organisations face the risk of things going wrong from time to time, or of unknowingly harbouring illegal or unethical conduct. A culture of openness, accountability and vigilance is essential in order to prevent such situations occurring or to address them when they do occur.


This procedure is not a substitute for normal line management processes but an addition to them. Staff should always first consider using normal line management for raising concerns. This procedure is only for the purpose of raising concerns about wrongdoing and is not a substitute or alternative for existing procedures such as the Grievance, Disciplinary Procedures for staff or the complaints procedure.


This procedure should only be used where all other existing internal procedures are felt to be inappropriate or when a member of staff, for whatever reason, feels inhibited in going through the normal line management.  As an example, therefore, if a member of staff has a personal grievance then it must be raised through the grievance procedure; it would not be appropriate for it to be raised through this procedure.  The existence of this procedure does not prevent staff from raising concerns through their trade union if they so wish. The procedure is therefore not a route through which employees can raise concerns about mismanagement which may arise from weak management rather than malpractice.


Aims of Policy

  • To encourage staff to report suspected wrongdoing as soon as possible, in the knowledge that their concerns will be taken seriously and investigated as appropriate, and that their confidentiality will be respected;
  • To provide staff with guidance as to how to raise those concerns;
  • To reassure staff that they should be able to raise genuine concerns in good faith without fear of reprisals, even if they turn out to be a mistaken.

This policy takes account of the Whistleblowing Arrangements Code of Practice issued by the British Standards Institute and Public Concern at Work.

This policy does not form part of an employee’s contract of employment and is not intended to have contractual effect.  It is provided for guidance to all members of staff at the School and the School reserves the right to amend its content at any time.


This Policy reflects the School’s current practices and applies to all individuals working at all levels of the organisation, including the Governors, Head teacher, members of the Senior Leadership Team, employees, consultants, contractors, trainees, part-time and fixed-term workers, casual and agency staff (collectively referred to as “Staff” in this policy) who are advised to familiarise themselves with its content.

You can read our full Whistle Blowing Policy by downloading the PDF below.

  Whistle Blowing Policy.PDF


Link School Springwell Dene
Swindon Road, Springwell, Sunderland, Tyne & Wear  SR3 4EE

Tel: 0191 561 5777
Email: caroline.granton@schools.sunderland.gov.uk

Link School Pallion
Waverley Terrace, Sunderland, Tyne & Wear SR4 6TA

Tel: 0191 561 4777
Email: anita.blakeman@schools.sunderland.gov.uk