Whistleblowing Policy

1. Policy Statement

Truly Scrumptious Early Years Nurseries is committed to promoting a culture of transparency, openness, and accountability. We believe all staff, volunteers, students, and other individuals working with us have a responsibility to raise concerns about poor practice, wrongdoing, or risks to the health, safety, or wellbeing of children and colleagues.

Children’s welfare is at the heart of everything we do. Every individual working in the nursery has a legal and moral duty to report any concerns, no matter how small, if they believe a child is at risk or if organisational practice may compromise care quality or safety.

2. Legal Framework

This policy is underpinned by:

The Public Interest Disclosure Act 1998
The Children Act 1989 & 2004
Keeping Children Safe in Education (2024)
Working Together to Safeguard Children (2023)
EYFS Statutory Framework (2024)
Ofsted whistleblowing guidance

These documents support the right of individuals to raise concerns in the public interest, protect those who speak up from reprisal, and ensure that serious concerns are acted upon swiftly and effectively.

3. Scope

This policy applies to:

All nursery staff (permanent, temporary, part-time)
Volunteers
Work experience students
Agency workers
Contractors and visitors
External professionals working with the nursery

It complements other internal policies, including:

Safeguarding & Child Protection
Complaints Procedure
Staff Code of Conduct
Behaviour Management
Equality, Diversity and Inclusion

4. What is Whistleblowing?

Whistleblowing is the disclosure of information which relates to suspected wrongdoing or dangers at work. It enables staff to raise concerns about:

Risks to child safety or wellbeing
Poor or unsafe childcare practice
Staff conduct, including bullying, discrimination, harassment
Failure to comply with legal obligations
Criminal offences (e.g. theft, fraud, abuse)
Miscarriages of justice
Deliberate attempts to conceal any of the above
Breach of nursery or safeguarding policies
Actions which could seriously damage the nursery’s reputation

This is different from a grievance, which relates to a personal concern (e.g. issues with pay, workload, relationships). Grievances should be raised through the staff grievance procedure.

5. Our Commitment to Whistleblowers

Truly Scrumptious Nurseries is committed to:

Creating a safe environment where concerns can be raised without fear
Listening seriously to concerns, and taking timely, fair and proportionate action
Protecting whistleblowers from reprisals, harassment, victimisation, or disadvantage
Keeping disclosures confidential, where possible and appropriate
Ensuring staff know how and where to raise concerns, both internally and externally

6. When and How to Raise a Concern

6.1 Internal Reporting Route (Preferred)

We encourage staff to first raise concerns internally so that issues can be addressed quickly and appropriately.

You can speak to:

Nursery Manager
Deputy Manager
Designated Safeguarding Lead (DSL)

You may raise your concern:

Verbally (in person or by phone)
In writing (email or confidential letter)
Anonymously, though this may limit investigation scope

Your concern will be:

Taken seriously and recorded in writing
Investigated promptly, objectively, and confidentially
Shared only with those who need to know

The manager will provide feedback on the outcome, where appropriate.

6.2 Escalating Concerns (If Not Resolved or Inappropriate to Raise Internally)

If you feel unable to raise the concern internally, or the concern involves senior managers or owners, you can escalate it to:

Ofsted Whistleblowing Hotline

Phone: 0300 123 3155
Email: whistleblowing@ofsted.gov.uk
Online form: https://www.gov.uk/government/publications/whistleblowing-about-childrens-social-care-services-to-ofsted

You can also contact:

The Local Authority Designated Officer (LADO) for concerns involving a professional working with children
The NSPCC Whistleblowing Advice Line: 0800 028 0285

7. Protection for Whistleblowers

If you raise a genuine concern in the public interest:

You will not be penalised even if the concern turns out to be unfounded
You are protected by the Public Interest Disclosure Act 1998
The nursery will take appropriate action against any colleague who harasses, victimises or retaliates against a whistleblower

Malicious, false, or knowingly untrue allegations may result in disciplinary action.

8. Role of Managers and DSLs

All managers and DSLs are responsible for:

Promoting a culture of openness and vigilance
Encouraging early reporting of concerns
Ensuring all whistleblowing disclosures are handled sensitively and in line with policy
Keeping accurate records of concerns, investigations, and outcomes
Reporting safeguarding-related concerns to the LADO or local safeguarding partners as required

9. Culture and Training

Truly Scrumptious Nurseries actively promote a culture where:

Staff are encouraged to speak up early
Concerns are welcomed and not judged
Whistleblowing training and safeguarding induction are part of the onboarding process
Policies are revisited regularly in team meetings and supervision sessions

10. Don’t Think “What If I’m Wrong?” – Think “What If I’m Right?”

Whistleblowing is an essential part of a safeguarding culture. It helps protect children, build trust, and uphold professional standards. If in doubt, raise it.

“The standard you walk past is the standard you accept.” – General David Morrison

11. Monitoring and Review

This policy will be:

Reviewed annually, or earlier if legislation or best practice changes
Shared with all staff during induction and refresher training
Evaluated based on incidents, staff feedback and safeguarding audits