Whistle Blowing Policy

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NHS Tayside is committed to encouraging an open culture where employees feel able to speak up.

Employees are often the first people to witness any type of wrongdoing in an organisation, the information employees uncover may prevent wrongdoing from happening and save people from harm. NHS Tayside is acutely aware of the importance of staff feeling safe to raise concerns and supporting them to do so.

What is Whistle blowing?

  • Whistle blowing concerns generally relate to a public interest related to risk, malpractice, or wrongdoing that adversely affects patients, the public, other staff or the organisation itself.
  • Anyone who feels they have been victimised at work because they have ‘blown the whistle’ is protected in Law.
  • The employee should have a reasonable belief that raising the Whistle Blowing issue is in the public interest

NHS Tayside believes that promoting a healthy work place culture built on openness and accountability will provide employees with confidence that any serious concerns they have will be listened to and handled confidentially and professionally.

There is a responsibility on all NHS staff to protect patients from risk of harm by taking immediate steps to report any concerns they have as soon as possible to their manager. Concerns that are raised early provide a better opportunity for the Board to act upon them and protect patient safety. Staff are encouraged to raise any concerns with their manager in the first instance however sometimes staff may feel they are unable to do this.

Sometimes staff may feel unable to do this and for this reason NHS Tayside offers the use of the Whistle Blowing Policy. You can find our Whistle Blowing policy on Staffnet. Follow the path below:

Staffnet Home | Policies/Human Resources | Voicing Concern

The Whistle Blowing Policy reassures all staff that it is safe and acceptable to speak up, and commits us to ensuring that you will suffer no blame, penalty or victimisation as a result of raising a genuine concern about malpractice.

If you wish to raise a concern in confidence the policy explains how you can do this.  On the next page is “A Quick Reference Guide” on raising a concern.

If you are unclear about any aspect of it or need more information on our Whistle Blowing policy please speak with your Line Manager or anyone from our HR medical or Nursing Directorates.

Raising A Concern: A Quick Reference Guide

If you are worried that something wrong or dangerous is happening at work, please don’t keep it to yourself.  Unless you tell us about any concerns you may have about patient or staff safety risks, or other wrongdoing, the chances are we won’t find out until it’s too late.

As some of you may be nervous about raising such matters, here are some tips:

  • Raise it when it’s a concern – we won’t ask you to prove it
  • Keep it in perspective – there may be an innocent explanation
  • It will help us if you can say how you think things can be put right
  • Stay calm – you’re doing the right thing
  • If for whatever reason you are worried about raising it with your manager, please follow the steps below.

How to raise a concern about serious malpractice

  • We hope that you will feel able to tell your line manager.
  • If for whatever reason you are uneasy about this, you should contact your manager’s manager, or one of the following designated officers:

Associate Nurse Directors – x40178
Associate Medical Directors – x40721
Fraud Liaison Officer/Associate Director of Finance – x70449
AHP Director – x71194

If you feel that the matter is so serious that you cannot discuss it with any of the above, contact:

Chief Executive – x40712
Medical Director – x40721
Nurse Director – x32722

  • If you want to talk in confidence, just say so. If you prefer to put it in writing, that’s fine but please tell us who you are
  • You can also talk to your local trade union representative or call the national NHSScotland National Confidential Alert Line on 0800 008 6112

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