Last updated: August 2026
Raising Concerns, Freedom to Speak Up
and Whistleblowing Policy and Procedure
Integrative Supported Living Care Ltd
Policy area | Human Resources – Miscellaneous |
Last reviewed | 12 August 2026 |
Version | 1208.26-02.04.35 |
Northampton Business Park, Pavilion Drive, Northampton, West Northamptonshire, NN4 7PA
Last Reviewed 12 August 2026
Last Amended 12 June 2026
This policy will be reviewed as needs require or at the following interval:
Annual
Minimal action required. Circulate information amongst relevant parties.
LOW
This Raising Concerns, Freedom to Speak Up and Whistleblowing policy and procedure details the process in use at Integrative supported living care, it has been reviewed with no significant amendments. The references have also been checked and Further Reading added.
The Care Act 2014 Employment Rights Act 1996
Public Interest Disclosure Act 1998
The Health and Social Care Act 2008 (Regulated Activities) (Amendment) Regulations 2012
The Criminal Justice and Courts Act 2015
The Enterprise and Regulatory Reform Act 2013 Employment Rights Act 2025
Author: Government, (2025), Employment Rights Act 2025 [Online] Available from: https://www.legislation.gov.uk/ukpga/2025/36/contents [Accessed: 12/06/2026]
Author: The Care Quality Commission (CQC), (2025), Regulation 20: Duty of Candour [Online] Available from: https://www.cqc.org.uk/guidance-providers/all-services/regulation- 20-duty-candour [Accessed: 12/06/2026]
Author: GOV.UK, (1998), The Public Interest Disclosure Act 1998 [Online] Available from: https://www.legislation.gov.uk/ukpga/1998/23/contents [Accessed: 12/06/2026]
Author: The National Guardian’s Office, (2025), Freedom to Speak Up [Online] Available from: https://nationalguardian.org.uk/ [Accessed: 12/06/2026]
Author: Nursing and Midwifery Council, (2024), Whistleblowing to the NMC [Online] Available from: https://www.nmc.org.uk/standards/guidance/raising-concerns- guidance-for-nurses-and-midwives/whistleblowing/ [Accessed: 12/06/2026]
About Integrative supported living care
Integrative was formed Otober 2019 as a supported living care which was extended to Domiciliary Care Service, which is in operation now.
What are the values of Integrative supported living care?
We value each person as an individual and deliver care that respects their individuality, privacy, dignity, choices, and preferences.
We support people to develop their abilities, interests, and strengths so they can maximise their independence and take personal responsibility wherever possible.
We respect every individual regardless of their background, needs, or level of ability. We treat people fairly and ensure that staff and service users feel valued and included.
We are committed to delivering compassionate care that maintains dignity at all times and recognises the emotional, physical, and social needs of every person we support.
We strive to lead the way in setting high standards of customer care, professionalism, and service delivery across all branches and services.
We aim to provide a safe, therapeutic environment that promotes wellbeing and supports people through their journey to improved health, stability, and independence.
We continually develop our services using feedback from service users, families, staff, and audits. We aim to exceed regulatory expectations through reflective practice and co- production.
We empower the people we support to make informed choices about their care and to be active partners in planning their outcomes.
We value working collaboratively across staff teams, professionals, families, and partner agencies to deliver high-quality, coordinated care.
We expect all staff to maintain high levels of professionalism, integrity, and accountability in their conduct, communication, and practice.
What are the Aims and Objectives of Integrative supported living care?
Our objectives are to:
Deliver safe, effective, and responsive services in line with CQC fundamental standards.
Achieve positive measurable outcomes for service users through personalised care planning and regular reviews.
Maintain a competent workforce through robust recruitment, compliance, and continuous professional development.
Ensure operational efficiency, accountability, and transparency across all areas of service delivery.
Meeting Regulation 20: Duty of candour
This policy ensures that the duty of candour is upheld, promoting transparency and openness in all aspects of care and support, especially when things go wrong. Service Userss and their families are informed of any incidents affecting their care and support, and appropriate actions are taken to rectify and learn from such events.
To ensure that all staff working at Integrative supported living care understand the importance of raising a concern, sometimes also referred to as ‘speaking up’ or ‘whistleblowing’.
This policy covers all employees, officers, consultants, contractors, volunteers, interns, casual workers and agency workers.
This policy does not form part of any employee’s contract of employment and Integrative supported living care may amend it at any time.
The purpose of this policy is 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 without fear of reprisals, even if they turn out to be mistaken
This policy and procedure does not apply if a member of the workforce is aggrieved about their personal position. They must use the Grievances Policy and Procedure.
Relevant Legislation The Care Act 2014
Employment Rights Act 1996 Public Interest Disclosure Act 1998
The Health and Social Care Act 2008 (Regulated Activities) (Amendment) Regulations 2012
The Criminal Justice and Courts Act 2015
The Enterprise and Regulatory Reform Act 2013 Employment Rights Act 2025
Roles Affected:
All Staff NHS staff
Persons working on training courses Temporary Agency Staff
People Affected:
Service Userss
Stakeholders Affected: Commissioners
Local Authority
Care Quality Commission
CQC Regulated Activities, Service Types and Service User Bands
Where required, Integrative supported living care will be registered with the CQC for regulated activities, service types and service user bands as defined in the CQC Statement of Purpose.
This will ensure that Integrative supported living care provides services that are safe, effective, caring, responsive and well-led in line with the CQC’s published quality statements, regulatory framework and associated best practice guidance.
Integrative supported living care is registered to provide the following regulated activities:
Personal Care
Integrative supported living care is registered to provide the following service types:
Community-based services for people who misuse substances (SMC), Community-based services for people with mental health needs (MHC), Community-based services for people with a learning disability (LDC), Domiciliary care service (DCC), Supported living service (SLS)
Integrative supported living care is registered to support the following service user bands:
Adults aged 18 – 65, Older people (Aged 65+)
Integrative supported living care Responsibilities and Representatives
The Registered Manager, and nominated individual of Integrative supported living care, have overall management responsibility for this policy and procedure and for ensuring the proper governance of Integrative supported living care.
The Registered Manager role is held by: Grace Masikati The nominated individual role is held by: Pellagia Margolis
The registered manager is professionally and operationally accountable for the day-to-day management and regulatory compliance of the service.
The nominated individual is responsible for supervising the regulated activity, ensuring a high-quality, compliant service.
Both roles are required to undertake regular continuing professional development to enhance knowledge, promote best practice and expand their skill set.
Integrative supported living care will ensure that at all times:
The organisation is managed and governed appropriately
Suitable systems are in place to effectively assess, monitor and improve the service Records are completed accurately and stored safely and securely
That the UK General Data Protection Regulation (UK GDPR) and the Data Protection Act 2018 are met
Care and support delivered is consistent, safe and of high-quality
Integrative supported living care is committed to a high standard of care, to honesty, openness and decency in all its activities and in line with the requirements of duty of candour. It is recognised that Service Users safety must come first at all times and, whilst it
can be difficult for staff to raise concerns about the practice of others, including managers, the implications of not raising those concerns are potentially very serious for Integrative supported living care, its employees and most importantly for those receiving its services.
Integrative supported living care encourages a free and open culture in its dealings with its employees and all people with whom it engages in business and legal relations. In particular, Integrative supported living care recognises that effective and honest communication is essential if any wrongdoing or malpractice is to be effectively dealt with and the organisation’s success ensured.
Integrative supported living care recognises that staff members are likely to be the first to realise that there may be something seriously wrong within the organisation but may feel that speaking up would be disloyal to colleagues or their employer who may, under certain circumstances, face criminal charges. They may also fear harassment or victimisation and fear for a loss of job or a reduction in work hours.
Integrative supported living care will not tolerate the ill treatment, including any bullying or harassment, of anyone raising a concern. It will ensure that any individual who raises a concern, can do so confidentially in line with the Public Interest Disclosure Act 1998 (PIDA).
Integrative supported living care will ensure that any individual who raises a genuine concern under this policy will not be at risk of termination of their employment or suffer any form of reprisal which includes, but is not limited to, loss or reduction of hours or changes to regular working patterns because of it.
Integrative supported living care will ensure that it follows not only the law on whistleblowing, but also best practice and guidance from the NHS and regulatory bodies including the Care Quality Commission.
Policy Accessibility
Integrative supported living care understands that some Service Userss may take in and retain information in different ways. To support full understanding and engagement, this policy is available in accessible formats. The ReciteMe tool has various ways of making this policy accessible by providing this policy in:
Audio Large print
Multiple languages
This policy can also be made available in: Easy-read versions
Simple-policy view to reduce navigation and complexity
These options are in place to help Service Userss to understand and engage with this policy more easily.
Raising Concerns
All staff have a duty to raise concerns regarding inappropriate behaviour, unlawful conduct, poor practice or behaviour to ensure standards of quality care.
Freedom to Speak Up (FTSU)
Staff at Integrative supported living care are encouraged to speak up about anything that gets in the way of doing a great job.
Integrative supported living care will have a Freedom to Speak Up Guardian who supports staff to speak up when they feel that they are unable to in other ways.
The Freedom to Speak Up Guardian for Integrative supported living care is Registered Manager. Their contact details are:
g.masikati@integrativecaresl.co.uk
Whistleblowing
Staff at Integrative supported living care can report certain types of wrongdoing, usually something seen at work – though not always. The wrongdoing disclosed must be in the public interest. This means it must affect others, for example the general public.
This procedure is intended to provide a safeguard to enable members of staff to raise concerns about one or more of the following that has occurred, is occurring, or is likely to occur. These qualifying disclosures (see definition) mean that staff can raise a concern about risk, malpractice or wrongdoing that they think is harming the services, might harm or has harmed in the past any aspect of the services that Integrative supported living care delivers. A few examples of this might include (but are by no means restricted to):
Lack of, or poor, response to a reported Service Users safety incident Suspicions of fraud (which can also be reported to the local counter-fraud team)
This policy should not be used for complaints relating to a member of staff’s own personal circumstances, such as the way they have been treated at work. In those cases, the individual should use the Grievances Policy and Procedure, Anti-Bullying Policy and Procedure, Harassment Policy and Procedure or Sexual Harassment Policy and Procedure.
How to Raise a Concern – Step 1
If a member of staff has a genuine concern about a risk, malpractice or wrongdoing at work, it is hoped that they feel they will be able to raise it first with their line manager
This may be done verbally or in writing
It is better to raise a concern as soon as it arises
Where possible, unless, for example, where the concern relates to a safeguarding matter, the concerns raised will be treated confidentially
The member of staff’s line manager will inform them if they cannot keep the concern confidential
The Registered Manager has overall responsibility for concerns raised and the member of staff’s line manager may need to share the concern with the Registered Manager who will have access to Integrative Supported Living Care Ltd
A member of staff can raise a concern anonymously if they wish to do so. Any anonymous concerns will be taken seriously and investigated as far as possible based on the information provided. However, Integrative supported living care may not be able to respond directly to the individual or investigate further with the individual given that their identity will not be known
How to Raise a Concern – Step 2
If a member of staff does not feel they can raise the concern with their line manager or the concern relates to or involves the line manager (or they have raised it with the line manager and no action has been taken) the member of staff should then escalate their concerns to the Registered Manager and Integrative Supported Living Care Ltd to deal with appropriately
How to Raise a Concern – Step 3
If the member of staff does not feel that the Registered Manager or Integrative Supported Living Care Ltd will appropriately handle their concerns, the member of staff may report their concerns directly to Registered Manager, the Freedom to Speak Up Guardian at Integrative supported living care, whose contact details are:
g.masikati@integrativecaresl.co.uk
How to Raise a Concern – Step 4
If the member of staff does not feel that the Registered Manager, Integrative Supported Living Care Ltd or Freedom to Speak Up Guardian will appropriately handle their concerns, the member of staff may report their concerns directly to the Care Quality Commission on 03000 616161 or through its website
The CQC will not disclose the member of staff’s identity without their consent unless there are legal reasons requiring the CQC to do so, e.g. where the information is about a child or vulnerable adult who is at risk
Protection and Support
It is understandable that whistleblowers are sometimes worried about possible repercussions. Integrative supported living care aims to encourage openness and will support staff who raise genuine concerns under this policy, even if they turn out to be mistaken.
Whistleblowers must not suffer any detrimental treatment as a result of raising a concern. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If an individual believes that they have suffered any such treatment, they should inform the Registered Manager immediately. If the matter is not remedied, the individual should raise it formally using the grievance procedure at Integrative supported living care.
Anyone who threatens or retaliates against whistleblowers in any way may be subject to disciplinary action.
Prior to raising a concern, the member of staff may want to get free, independent and confidential advice from:
The Whistleblowing Helpline for NHS and Social Care (Speak Up):
0300 311 22 33
england.speakup1@nhs.net
Or
Protect (Formerly Public Concern at Work) – A whistleblowing charity: 020 3117 2520
info@protect-advice.org.uk www.protect-advice.org.uk
Investigation
The Registered Manager may arrange a meeting to discuss the concern. If so, the individual may bring a colleague or union representative to any meetings under this policy. The individual’s companion must respect the confidentiality of the disclosure and any subsequent investigation.
The Registered Manager, in consultation with Integrative Supported Living Care Ltd, shall have discretion over the nature of the investigation into concerns raised, including, where it is considered appropriate, the involvement of others such as Adult Social Services or auditors. If there is evidence of criminal activity, the Police will be informed.
Integrative supported living care cannot always guarantee the outcome the individual is seeking. However, Integrative supported living care will try to deal with the individual’s concern in a fair and appropriate way. If the individual is not happy with the way in which the concern has been handled, they can raise it with one of the contacts listed at paragraphs 5.5 to 5.7.
Registered Manager and Integrative Supported Living Care Ltd Responsibility Responsibility for dealing with any concerns reported will lie with the Registered Manager who will have access to Integrative Supported Living Care Ltd
If the concerns relate to the Registered Manager, concerns should be escalated to Integrative Supported Living Care Ltd
If the concerns involve both the Registered Manager and Integrative Supported Living Care Ltd or if an individual is fulfilling both roles, the member of staff can contact the CQC
Protected Disclosures and Safeguarding
Where a safeguarding concern is received by a member of staff, Northamptonshire safeguarding policies and procedures will be followed
Where a safeguarding concern is received by a member of staff and refers to the actions of the Manager or Deputy Manager, then the referral must in the first instance be made to the Social Services Adult Protection Team
The Adult Protection Team will take the responsibility of informing other agencies. The contact details for the local Social Services for Integrative supported living care are as follows:
03001263000, and West North Northamptonshire Safeguarding Adults Board, One Angel Square, Angel Street Northampton, NN1 1ED
0300 1267000
Raising a Concern – Timescales
The individual with whom the concern is raised will acknowledge the concern within locally agreed timescales and in line with best practice.
The investigating officer will be confirmed to the member of staff along with any further information required including contact information and an estimate of the likely timescales involved.
Where possible, the responsible manager will feed back to the member of staff who raised the concern on the outcome of any investigation, although this may not always be possible in full due to the nature of the disclosure.
A record of the information provided and details of the proceedings will be kept in line with best practice.
False, Malicious, Vexatious Allegations
All whistleblowing concerns will be investigated. However, if a member of staff is found to have made allegations maliciously and/or not in good faith, disciplinary action may be taken. A member of staff will never be disciplined for raising a concern, so long as they follow the whistleblowing procedure or make disclosures in accordance with the Public Interest Disclosure Act 1998 (PIDA).
Bullying and Harassment of Whistleblowers
Unless an employer has taken reasonable steps to prevent this type of victimisation by co- workers, it will be deemed liable for the acts of its staff. It is therefore no longer enough to deal with incidents of bullying or harassment as and when they arise, on a case by case basis. The only basis upon which an employer will now be able to defend itself against liability for the actions of its staff will be by proactive steps. In order to demonstrate a “reasonable steps” defence, an employer will need to anticipate conduct such as bullying and harassment. To avoid incidents of bullying or harassment occurring, Integrative supported living care will take the following steps:
Adhere to the Whistleblowing Policy
Embed a culture of openness and transparency Communicate the policy
Offer any necessary training to ensure that it is put into effect Take action if any worker bullies or harasses a whistleblower
Employment Contracts, Whistleblowing and Confidentiality
The PIDA protects Whistleblowers from being restricted to bring claims of whistleblowing. Integrative supported living care will seek legal or Human Resource advice to ensure that (where relevant) any agreements between Integrative supported living care and the employee/worker does not prevent them from issuing a whistleblowing claim.
Monitoring, Review, Continuous Improvement
Integrative supported living care strives through its Good Governance and Quality Assurance policies and procedures to ensure that as an organisation it has a clear audit and review process in place that seeks to foster a culture of continuous improvement and learning.
Integrative supported living care invites and actively seeks feedback, especially from those who may be faced with particular barriers to speaking up and raising concerns.
External Disclosures
The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases it should not be necessary to alert anyone externally.
The law recognises that in some circumstances it may be appropriate for individuals to report their concerns to an external body such as a regulator. It will very rarely, if ever, be appropriate to alert the media. Integrative supported living care strongly encourages staff members to seek advice before reporting a concern to anyone external.
Whistleblowing concerns usually relate to the conduct of staff, but they may sometimes relate to the actions of a third party, such as a supplier or service provider. In some circumstances, the law will protect an individual if they raise the matter with the third party directly. However, Integrative supported living care encourages staff to report such concerns internally first, in line with this policy.
Care and Support at Integrative supported living care
Integrative supported living care provides care and support to Service Userss with a range of needs in a person-centred, safe, and lawful way.
All staff must follow the guidance within this policy and the Service Users’s Care Plan, ensuring that assessed needs, reasonable adjustments and individual preferences are met.
To support this approach, staff will also follow the policies and procedures below where applicable:
Raising Concerns, Freedom to Speak Up and Whistleblowing Mental Capacity Act (MCA) 2005
Deprivation Of Liberty in Community Settings Consent to Care, Support and Treatment Equality, Diversity and Human Rights Overarching Medicines Management
Positive Behaviour Support Including Challenging Behaviour Restrictive Practices Including Restraint and Physical Interventions Sex, Sexuality and Relationships
This list is not exhaustive and there will be additional policies and procedures in place to support specific Service Users needs. Staff must seek clarification from their line manager or the Registered Manager, Grace Masikati, if there is any uncertainty.
Staff supporting any specialist area of need will receive appropriate induction and training. They will complete competency assessments, where required, to meet the needs of Service Userss as outlined in the Training Policy and Procedure at Integrative supported living care.
To ensure Service Userss receive person-centred care and support from Integrative supported living care, staff must adhere to the following Supporting People with a Learning Disability
Staff must support people with a learning disability in line with this policy and the individual
care and support plan. Staff must follow any assessed needs, reasonable adjustments, and personal preferences, which include:
Communicating in ways the person understands Supporting choice, dignity and independence
Ensuring care and support are compassionate and outcome focused
In addition, staff will also follow these policies: Access to NHS Services
Advocacy
Co-Production Specialist Needs
Supporting those with a Learning Disability Supporting Communication and Sensory Needs Positive Risk Taking
Trauma Informed Care and Support
Supporting People with Mental Health Needs
Staff must support individuals with mental health needs safely, respectfully, and in line with their care and support plan which should include information that enables staff to know, understand and follow:
The promotion of recovery and wellbeing Any crisis or relapse prevention plans
The process for recording and reporting any changes in mood or behaviour Any individualised risk assessments completed
In addition, staff will also follow these policies: Access to NHS Services
Community Treatment Orders
Mental Health Act 1983 and Regulations 2008 Prevention and Management of Self-harm and Suicide Safe and Supportive Observations
Supporting Mental Health Conditions Trauma Informed Care and Support
Supporting People Living with Dementia
Staff will provide compassionate and person-centred care and support for individuals living with dementia, following both this policy and their care and support plan which should include:
Information about providing stimulating and engaging environments Meaningful activities and engagement
In addition, staff will also follow these policies: Dementia
Dignity, Respect and Choice Specialist Needs
Supporting Communication and Sensory Needs
Supporting People with Autism
Staff will ensure that individuals with autism are supported according to their care and support plan, respecting their sensory, communication, and social needs. This includes:
In addition, staff will also follow these policies: Access to NHS Services
Adults with Autism Advocacy
Co-Production Specialist Needs
Supporting Communication and Sensory Needs Positive Risk Taking
Trauma Informed Care and Support
Supporting People with Sensory Impairments
Staff will support people with visual, hearing, or dual sensory impairments as detailed in their care and support plan which should also include:
In addition, staff will also follow these policies: Specialist Needs
Supporting Communication and Sensory Needs
Supporting People with Physical Disabilities
Staff will provide support that promotes independence, dignity, and safety in line with the individual care and support plan which should also include:
The use of correct moving and handling techniques Supporting access to equipment or adaptations
In addition, staff will also follow these policies: Access to NHS Services
Specialist Needs Mobility
Supporting People who Misuse Drugs or Alcohol
Staff will offer non-judgmental, person-centred support to individuals affected by drug or alcohol misuse, following their care and support plan which should include information regarding:
The promotion of harm reduction and recovery Following any risk or relapse management plan Working closely with healthcare or addiction services
In addition, staff will also follow these policies: Access to NHS Services
Community Treatment Orders Consumption of Alcohol
Illegal Possession of Drugs on Premises Mental Health Act 1983 and Regulations 2008 Safe and Supportive Observations
Substance Abuse
Supporting Mental Health Conditions Trauma Informed Care and Support
.
Whistleblower
The term ‘whistleblower’ is used to describe people who make a ‘qualifying disclosure’ about a genuine concern at work. Where a worker suffers a detriment or is dismissed as a result, then they may have certain employment protections under the Employment Rights Act 1996 (as amended by the Public Interest Disclosure Act 1998, often referred to as ‘PIDA’)
Qualifying Disclosure
Qualifying disclosures are disclosures of information where the worker reasonably believes (and it is in the public interest) that one or more of the following matters is either happening, has taken place, or is likely to happen in the future:
Public Interest
A disclosure made in the interest of the public, i.e. not relating to an individual such as in a grievance case
Grievance or Private Complaint
A dispute about the employee’s own employment position without a public interest aspect
PIDA
Public Interest Disclosure Act 1998 – Legislation which provides protection to workers who make disclosures in the public interest
Employee/Staff
PIDA refers to ‘workers’. This policy has used the term employee/staff/colleagues to reflect the relevant persons that this policy relates to. The NHS integrated Policy (2016) ‘Freedom to Speak Up: Whistleblowing Policy for the NHS’ refers to volunteers being included. However, PIDA does not specifically include volunteers as they are not paid employees and therefore cannot be compensated financially for ill treatment or unfair dismissal
Criminal Justice and Courts Act 2015
Legislation which lays out the offences involving ill-treatment or wilful neglect by a person providing health or social care
Anonymously
Made or done by someone whose name is not known or made public
Vicarious Liability
Vicarious liability refers to a situation where someone is held responsible for the actions or omissions of another person. In a workplace context, an employer can be liable for the acts or omissions of its employees, provided it can be shown that they took place in the course of their employment
Whistleblowing
The disclosure of information which relates to suspected wrongdoing or dangers at work. This may include (but is not limited to):
The deliberate concealment of any of the above matters
Professionals providing this service should be aware of the following:
All staff have a duty to ensure standards of quality care by raising concerns regarding inappropriate behaviour, unlawful conduct, poor practice or behaviour and will be protected and supported to do so
Integrative supported living care is committed to the Raising Concerns, Freedom to Speak Up and Raising Concerns, Freedom to Speak Up and Whistleblowing Policy and Procedure and will act on information given in line with it
Integrative supported living care will monitor the effectiveness of the whistleblowing procedures and will review every concern raised to identify and address any themes or trends
On induction, staff will be trained on the whistleblowing procedures of Integrative supported living care. Information on how to report concerns will be visible at Integrative supported living care
All whistleblowers will be treated in a fair way and will not be victimised or prejudiced as a result of a genuine concern
People affected by this service should be aware of the following:
If you have concerns that you are at risk of harm or abuse, you can contact Grace Masikati. Integrative supported living care has a safeguarding policy and your Service User Guide provides information on who you can talk to
If you want to complain or have a comment about your service you can use the procedure for complaints at Integrative supported living care
Care Quality Commission (CQC) – Promoting Sexual Safety Through Empowerment:
https://www.cqc.org.uk/sites/default/files/20200225_sexual_safety_sexuality.pdf GOV.UK – Whistleblowing For Employees: https://www.gov.uk/whistleblowing
Protect Charity:
https://protect-advice.org.uk/
NHS England – Freedom to speak up in Primary Care (includes a draft whistleblowing policy for NHS primary care):
https://www.england.nhs.uk/wp-content/uploads/2016/11/whistleblowing-guidance.pdf NHS England – The National Speak up Policy: https://www.england.nhs.uk/publication/the-national-speak-up-policy/
ACAS – Whistleblowing at Work:
https://www.acas.org.uk/whistleblowing-at-work
GOV.UK – Whistleblowing: Guidance for Employers and Code of Practice:
https://assets.publishing.service.gov.uk/media/5a819ef5e5274a2e87dbe9e3/bis-15-200- whistleblowing-guidance-for-employers-and-code-of-practice.pdf
QCS – Employment Rights Act April 2026 – Whistleblowing and Sexual Harassment:
https://www.qcs.co.uk/employment-rights-act-april-2026-whistleblowing-and-sexual- harassment/
Policies:
Safeguarding Policies and Procedures Grievances Policy and Procedure Duty of Candour Policy and Procedure
Complaints, Suggestions and Compliments Policy and Procedure Anti-Bullying Policy and Procedure
Data Protection and Confidentiality Policy and Procedure Sexual Harassment Policy and Procedure
Resources – Employment Rights Act 2025 Factsheets:
The Employment Rights Act 2025 – Whistleblowing and Sexual Harassment Employment Rights Act 2025
To be “outstanding” in this policy area you could provide evidence that:
Integrative supported living care enables employees to raise concerns by providing support (such as a helpline) from an independent agency in regard to whistleblowing concerns
Integrative supported living care has a designated Whistleblowing Champion and evidence of the proactive nature of this role and how it is a success
Integrative supported living care uses lessons learnt from concerns, without breaching confidentiality, to ensure continuous improvement of the service
The wide understanding of the policy is enabled by proactive use of the QCS App
Staff report that Integrative supported living care is extremely open, transparent and actively supports and encourages whistleblowing
Last reviewed | 12 August 2026 |
Last amended | 12 June 2026 |
Review frequency | Annual, or as needs require |
Reason for review | Scheduled review |
Changes made | No significant amendments |
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