Whistleblowing policy

Introduction 

At Magna we are committed to maintaining the highest level of ethical standards of probity and creating a culture where colleagues feel safe, supported and encouraged to speak up about wrongdoing.

We have adopted specific policies to achieve this, including an Anti-Bribery, Anti-Fraud and Corruption and Counter-Money Laundering Policy, a Code of Conduct in our Colleague Handbook, and the NHF Code of Conduct for Board Members.

This policy sets out how colleagues can raise concerns, how those concerns will be handled, and the protections available to individuals who make a disclosure in the public interest (known as “whistleblowing”).

This policy reflects the requirements of the Public Interest Disclosure Act 1998 and Employment Rights Act 1996, Employment Rights Act 2025, and associated guidance.

Who this policy applies to and what it covers 

This policy applies to all Board Members and colleagues whether permanent, part-time, fixed term, casual or volunteers of the organisation.

Our whistleblowing policy

What is whistleblowing

Whistleblowing is the reporting of information which a worker reasonably believes shows that wrongdoing has occurred, is occurring, or is likely to occur, and that the disclosure is made in the public interest.

The Whistleblowing Policy is one way in which we seek to comply with the Public Interest Disclosure Act 1998. This Act is intended to protect workers from dismissal or victimisation if they raise legitimate concerns to do with their work or employer.

A public interest disclosure may relate to one or more of the following: 

• Criminal offences, actual or potential.
• Failure to comply with a legal obligation.
• Miscarriages of justice, actual or potential.
• Damage to the environment, actual or potential.
• A danger to health and safety
• Sexual harassment (including behaviour that has occurred, is occurring, or is likely to occur)
• The deliberate concealment of any of the above.

How to ‘blow the whistle’ 

Colleagues can report any concerns via the whistleblowing form on the Hub, our intranet. 

Colleagues can also contact any of the following to raise legitimate concerns to 
do with their work or us: 

• Their manager.
• Any other manager or director.
• Our internal auditors.
• Another organisation such as the police, Regulator of Social Housing, or the Health and Safety Executive.

Whistleblowing vs Grievances 

Whistleblowing concerns matters that affect others or the wider public interest.

It does not normally include personal employment concerns, such as:

• Individual disputes about terms and conditions
• Interpersonal issues
• Matters affecting only the individual raising the concern.

These should be raised through our Grievance Procedure.

Protection for Whistleblowers 

We will support and protect any whistleblower who has volunteered information under this policy from reprisals or victimisation. 

If any discrimination or harassment takes place as a result of whistleblowing, we will take appropriate action under our grievance or managing behaviour procedures.

We will do everything possible to protect an individual’s identity when a concern is raised and where the individual does not want their name disclosed. 

However, in order for a full internal investigation to take place it may not be  possible to maintain anonymity. If legal action is necessary, an individual’s identity may need to be disclosed (e.g. to the police). We will encourage workers who have such concerns to seek independent advice from Protect (the UK’s leading whistleblowing charity) or other sources.

We will ensure that all whistleblowing reports are investigated and appropriate action taken to rectify issues identified.

No action will be taken against the whistleblower if the claims are not  subsequently substantiated, unless the whistleblower raises deliberately false or  malicious concerns. In which case this will be taken seriously and the individual dealt with under our managing behaviour procedure.

Responsibilities 

The Head of Governance, Legal and Risk is responsible for ensuring that the Whistleblowing Policy is adhered to.

Management is responsible for ensuring concerns are reported and investigated. 

All colleagues are responsible for raising concerns. 

The Chief Executive is responsible for co-ordinating whistleblowing investigations.

Annual reports will be made to the Executive Board and Risk and Audit Committee by The Head of Governance, Legal and Risk and our appointed internal auditors identifying whistleblowing cases and the action taken.

The Regulator of Social Housing will also be notified of whistleblowing cases depending on the severity and individual circumstances. The decision to disclose will be agreed with the Strategic Board.

This policy will be considered and approved every three years.