Whistleblowing (Speaking Up) Policy

Regulation 17: Good Governance

1. Our commitment to speaking up

At Peninsula Care Homes, we want everyone to feel safe, confident and supported to speak up if something does not feel right.

Our residents, families and colleagues rely on us to act when we see, hear or sense that something may be unsafe, unfair or wrong.

Speaking up is not about blame.
It is about protecting people, improving care and doing the right thing.

We are committed to:

  • listening carefully and respectfully
  • taking concerns seriously
  • acting proportionately and fairly
  • and supporting anyone who raises a concern.

2. Why speaking up matters at Peninsula Care Homes

We believe that safe, kind and high-quality care depends on people feeling able to raise concerns early.

Most serious incidents in care do not happen suddenly – they develop when small issues are not raised, not heard or not acted upon.

Creating a culture where people feel able to speak openly is part of how we fulfil our care values and how our leaders create safe and supportive teams.

3. What we mean by whistleblowing

Whistleblowing is about raising a concern that is in the public interest.

This means it affects:

  • residents and families
  • colleagues
  • the wider public
  • or the organisation’s legal and professional responsibilities.

It is different from raising a personal concern about your own employment (which would usually be raised through the grievance process).

If you are unsure which route is right, you can still speak to us – we will help you decide.

4. What concerns should be raised under this policy

You should use this policy if you believe that something serious is happening, has happened or is likely to happen, such as:

  • abuse, neglect or poor practice affecting residents
  • failures in safeguarding practice
  • unsafe care, unsafe staffing or unsafe environments
  • a criminal offence
  • a breach of legal or regulatory duties
  • dishonesty, fraud or misuse of money or resources
  • serious or improper conduct by managers or colleagues
  • deliberate attempts to hide any of the above.
  • Sexual harassment

5. Who this policy applies to

This policy applies to:

  • employees
  • bank and agency workers
  • contractors
  • students and volunteers.

6. Your protection

If you raise a concern honestly and because you believe it is in the public interest, you are protected by whistleblowing legislation.

Peninsula Care Homes will not tolerate anyone being treated badly because they have spoken up.

This includes:

  • bullying
  • harassment
  • victimisation
  • isolation
  • loss of opportunities
  • or any other disadvantage.

Any such behaviour will be treated as a serious disciplinary matter.

7. Confidentiality

We understand that raising a concern can feel worrying.

We will:

  • treat all concerns sensitively
  • only share information with those who genuinely need to know
  • do everything we reasonably can to protect your identity.

There may be situations, for example where safeguarding or police involvement is required, where information has to be shared.
Where possible, we will discuss this with you first.

8. Raising a concern anonymously

You may raise a concern anonymously.

However, concerns raised with a name are usually easier to look into properly and allow us to provide better support and feedback.

Anonymous concerns will still be considered, but it may not be possible to:

  • ask for further information
  • or provide updates on progress.

9. How to raise a concern (see Appendix 1 for contact details)

We encourage you to speak to someone you trust within the organisation.

In most situations, this will be:

Step 1 – your line manager or Home Manager

If this is not appropriate, or you do not feel able to speak to them, you can contact:

Step 2 – your Operations Manager or Human Resources

If your concern involves senior management, or you feel uncomfortable raising it through the above routes, you may contact:

Step 3 – the Managing Director

You can raise your concern:

  • in person
  • by telephone
  • or in writing.

You do not need to prove your concern.
However, it is helpful if you can explain:

  • what has happened (or is happening)
  • where and when it occurred
  • who is involved
  • and why you are worried.

10. What happens after you raise a concern

We will acknowledge your concern promptly and assess:

  • the seriousness of the matter
  • the level of risk
  • and whether any immediate action is required.

Depending on the nature of the concern, it may be:

  • investigated internally
  • managed under safeguarding procedures
  • or referred to an external body such as the Care Quality Commission or the Police.

Where it is appropriate and lawful to do so, we will tell you:

  • how your concern will be handled
  • who is responsible for managing it
  • and an expected timescale.

We will keep you informed of progress wherever possible.

11. Support for you

We recognise that raising a serious concern can be stressful.

You may ask to be accompanied by a work colleague at any meeting arranged as part of this process, where this would be helpful and appropriate.

We will also take reasonable steps to support you in your role while the concern is being considered.

12. If your concern is not upheld

If you raise a concern honestly and in good faith, you will not be treated badly if the concern is not substantiated.

However, deliberately false or malicious allegations may result in disciplinary action.

13. If you are not satisfied with how your concern is handled

We hope that concerns can be resolved within Peninsula Care Homes.

If you remain concerned about how your disclosure has been dealt with, you may raise the matter with the Chair of the organisation.

14. Raising concerns outside Peninsula Care Homes

We hope that, wherever possible, concerns can be raised and resolved within Peninsula Care Homes.

Raising a concern with an external body would normally be appropriate:

  • after you have raised your concern through the internal routes set out in this policy and you remain concerned about how it has been handled, or
  • where your concern relates to the Managing Director or the Chair, and you do not feel able to raise it internally.

In these circumstances, you may choose to raise your concern with an appropriate external body, such as:

  • the Care Quality Commission (CQC)
  • the local authority safeguarding team
  • the Health and Safety Executive
  • the Police
  • your professional body
  • your trade union
  • a legal adviser.

You can also contact the independent whistleblowing charity Protect (formerly Public Concern at Work) for confidential advice.

15. Relationship to other policies

This policy does not replace:

  • safeguarding procedures
  • disciplinary procedures
  • or the grievance policy.

If your concern is mainly about your own employment situation, it is usually more appropriate to use the grievance process.

If your concern involves immediate risk to a resident or colleague, safeguarding and emergency procedures must be followed straight away.

16. Legal framework

This policy is written in line with the Public Interest Disclosure Act 1998. Under this legislation, a protected disclosure is a disclosure of information which, in the reasonable belief of the person making it, is made in the public interest and tends to show one or more of the following:

  • a criminal offence
  • a failure to comply with a legal obligation
  • a miscarriage of justice
  • a danger to the health or safety of any individual
  • damage to the environment
  • or the deliberate concealment of any of the above.

Peninsula Care Homes is committed to ensuring that no worker who makes a protected disclosure in the public interest is subjected to any detriment as a result of speaking up.

Related Guidance

Training Statement

All staff, during induction, are made aware of the organisation's policies and procedures, all of which are used for training updates. All policies and procedures are reviewed and amended where necessary and staff are made aware of any changes. Observations are undertaken to check skills and competencies. Various methods of training are used including one-to-one, online, workbook, group meetings, individual supervision and external courses are sourced as required. 

Date Reviewed: March 2026
Person responsible for updating this policy: Director of Operations
Next Review Date: March 2027

Appendix One

How to raise a concern

We encourage you to speak to someone you trust within the organisation.

You can raise your concern:

  • in person
  • by telephone
  • or in writing.

In most situations, this will be with:

Step 1 – your line manager or Home Manager

Bramble Down: Jo Broderick – [email protected]  Tel. 01803 812844

Coppelia: Jemma Bowden – [email protected] Tel. 01647 440729

Cornerways: Marie Mason – [email protected] Tel. 01803 551207

Parklands: Donna Selway – [email protected] Tel. 01392 251144

Plymbridge: Sam Humphries- [email protected] Tel. 01752 345720

If this is not appropriate, or you do not feel able to speak to them, you can contact:

Step 2 – your Operations Manager or Human Resources

Operations Manager: Paula Gue – [email protected] Tel. 01392 346442

Human Resources: [email protected] Tel 01392 346442

If your concern involves senior management, or you feel uncomfortable raising it through the above routes, you may contact:

Step 3 – the Managing Director

Louise Arnold: [email protected] Tel. 01392 346442 

You do not need to prove your concern.
However, it is helpful if you can explain:

  • what has happened (or is happening)
  • where and when it occurred
  • who is involved
  • and why you are worried.