Whistleblower channel absence
Lack of independent or unconnected channels for staff to report concerns, especially when management or ownership involves close relationships.
Source spread
Where this theme appears
This theme appears across 13 independent accountability sources, so the source mix matters as much as the headline total.
25 inquiry recs
1 PFD report
28 committee recs
5 HSSIB recs
25 CQC actions
1 HMICFRS rec
2 IOPC recs
3 IMB recs
3 detention investigation recs
5 DHR recs
9 LGO/SPSO decisions
Browse by source
Source-grouped records are useful for tracing where a concern came from. Large sections show the 50 strongest matches for that source; counts still show the full theme total.
Inquiry recommendations(25)
30 — Protection of safety representatives
Recommendation: Safety representatives should be protected against victimisation by a provision similar to Sec 58(i)(b) of the Employment Protection (Consolidation) Act 1978 (para 21.86).
Unknown
71 — Research on duty to report wrongdoing
Recommendation: Research should be conducted on how effective the obligation to report wrongdoing – and the designation of a failure to do so as a disciplinary offence – has been. This should be done by comparing the number of instances of …
Unknown
69 — Whistleblowing policy routes for staff
Recommendation: The Prison Service’s policy on whistleblowing should identify the most appropriate way for staff, in an exceptional case, to get confidential advice from an independent outsider and to raise their concerns outside the Prison Service. It should also ensure that …
Unknown
16 — Parliamentary and Health Service Ombudsman
Recommendation: The functions of the National Guardian’s Office should be taken over by the Parliamentary and Health Service Ombudsman in England. The Ombudsman’s powers must be increased to include: a. investigating complaints that whistleblowing in the NHS has not been dealt …
Gov response: No formal government response published. The Secretary of State for Health and Social Care's oral statement of 15 September 2026, made on the day the Inquiry's report was published, names neither this recommendation nor the …
Unknown
37 — Westminster whistleblowing policies for CSA
Recommendation: Government, political parties and other Westminster institutions must have whistleblowing policies and procedures which cover child sexual abuse and exploitation. Every employee must be aware that they can raise any concerns using these policies and that the policies are not …
Gov response: Government Departments All government departments have whistleblowing policies in place. To support departments in ensuring their policies are effective, a model policy is provided by Civil Service Employee Policy, part of Civil Service HR. This …
Noted
R80 — NED for confidential staff reporting
Recommendation: Consideration should be given to the creation of a role for a NED in each HSCT with the specific remit to receive confidential reports from members of staff. The individual should receive training via a programme focused on safeguarding and …
No response yet
L46 — Whistleblowing Hotline
Recommendation: A regulatory body should establish a whistleblowing hotline for those who feel that they are being asked to do things which are contrary to the code.
Gov response: In volume IV of the report, Lord Justice Leveson sets out proposals for independent self-regulation organised by the media. He details the key “requirements” that an independent self-regulatory body should meet, including independence of appointments …
Accepted in part
26 — Clear national whistleblowing policy
Recommendation: We commend the introduction of a clear national policy on whistleblowing. As well as protecting the interests of whistleblowers, we recommend that this is implemented in a way that ensures that a systematic and proportionate response is made by Trusts …
Gov response: 50. We accept this recommendation. The Department has accepted in principle the recommendations made by Sir Robert Francis QC in his Freedom to Speak Up report; and has consulted on a package of measures to …
Accepted
BAHA-18 — Whistleblower Protection
Recommendation: JDP 1-10 should address the protection that will be afforded to service personnel who make complaints or allegations in good faith of the mistreatment of CPERS. It should give guidance as to those who can be approached when service personnel …
Gov response: I can inform this House that I am accepting in principle all of his recommendations with one reservation.
Accepted in part
WATE-(8) — Establish clear whistleblowing procedures for staff reporting child welfare concerns.
Recommendation: Every local authority should establish and implement conscientiously clear whistleblowing procedures enabling members of staff to make complaints and raise matters of concern affecting the treatment or welfare of looked after children without threats or fear of reprisals in any …
Unknown
BRIS-114 — Grant immunity for NHS staff reporting sentinel events within 48 hours
Recommendation: Members of staff in the NHS should receive immunity from disciplinary action by the employer or by a professional body if they report a sentinel event to the trust or to the national database within 48 hours, except where they …
Unknown
IHRD-30 — Confidential Reporting of Clinical Concerns
Recommendation: Confidential on-line opportunities for reporting clinical concerns should be developed, implemented and reviewed.
Gov response: My Department accepts the recommendations of the O'Hara Report in their entirety.
Accepted
F179 — Restrictive contractual clauses
Recommendation: "Gagging clauses" or non disparagement clauses should be prohibited in the policies and contracts of all healthcare organisations, regulators and commissioners; insofar as they seek, or appear, to limit bona fide disclosure in relation to public interest issues of patient …
Gov response: Accepted. We understand the critical importance of fostering and sustaining an open culture in which concerns about care can be raised, investigated and acted upon without fear of retribution. Our policy is clear that any …
Accepted
L81 — Enhanced Whistleblower Protection
Recommendation: An enhanced system for protection of whistleblowers and for providing assistance for the Police Service on general ethical issues should at least comprise the following: (a) greater prominence should be given to the Public Interest Disclosure Act (PIDA) telephone line …
Gov response: The Metropolitan Police Service, Her Majesty's Inspectorate of Constabulary and Fire & Rescue Services and the College of Policing have implemented or are implementing all of the Inquiry’s recommendations in relation to law enforcement. For …
Accepted
27 — Professional duty to report concerns
Recommendation: Professional regulatory bodies should clarify and reinforce the duty of professional staff to report concerns about clinical services, particularly where these relate to patient safety, and the mechanism to do so. Failure to report concerns should be regarded as a …
Gov response: 53. We accept this recommendation. A review of professional codes is under way. 54. Dr Kirkup found that many staff did not raise any concerns about standards of care in the maternity units across Morecambe …
Accepted
RHI-32b — Civil Servants Raising Concerns
Recommendation: Civil servants should be encouraged not to feel in any way inhibited about disclosing possible or emerging problems, raising concerns, negative aspects or adverse criticisms of a project as necessary to ensure that decisions are properly informed.
Gov response: These recommendations can be accepted in full. They have been partially addressed through: • the revision of the NICS Code of Ethics; • the GIAFIS review of whistleblowing; • the Leadership Development training for senior …
Accepted
DM-13 — HMICFRS review of whistleblower protections
Recommendation: It is recommended that Her Majesty's Inspectorate of Constabulary and Fire & Rescue Services conduct a thematic investigation of the operation of the practices and procedures introduced following the adoption of the Code of Ethics in 2014 to determine whether …
Gov response: 2.2.3. The then Home Secretary acted immediately to concerns raised in the Panel’s report by commissioning HMICFRS to undertake a thematic inspection into corruption within the MPS. It published its findings on 22 March 2022. …
Noted
BRIS-116 — Provide opportunity to report sentinel events in confidence
Recommendation: The opportunity should exist to report a sentinel event in confidence.
Unknown
F160 — Training and training establishments as a source of safety information
Recommendation: Proactive steps need to be taken to encourage openness on the part of trainees and to protect them from any adverse consequences in relation to raising concerns.
Gov response: Accepted. The General Medical Council has made clear its commitment to build on the progress to date in this area (the inclusion of a patient safety question in the National Training Survey, the development of …
Accepted
L47 — Journalist Contract Protection
Recommendation: The industry generally and a regulatory body in particular should consider requiring its members to include in the employment or service contracts with journalists a clause to the effect that no disciplinary action would be taken against a journalist as …
Gov response: In volume IV of the report, Lord Justice Leveson sets out proposals for independent self-regulation organised by the media. He details the key “requirements” that an independent self-regulatory body should meet, including independence of appointments …
Accepted in part
RHI-35 — Early Warning Systems
Recommendation: Better systems are needed for spotting early warnings and concerns from the public and businesses that something unexpected could be happening or going wrong with an initiative. Simply updating existing complaints and whistle-blowing policies, although helpful, will not be sufficient, …
Gov response: These recommendations can be accepted in full. They have been partially addressed through: • the revision of the NICS Code of Ethics; • the GIAFIS review of whistleblowing; • the Leadership Development training for senior …
Accepted
SP67 — Law Commission review of duty to warn/report
Recommendation: The Law Commission should be asked to review the merits of legal reform concerning whether specified categories of persons ought to be under a legal duty to warn about, or a duty to report, the criminality of another.
Gov response: Ministry of Justice is the sponsoring department for the Law Commission and will work with the Law Commission, the Home Office and other relevant departments on this recommendation. Progress and next steps: - The Law …
Accepted
BRIS-117 — Require contractual stipulation for confidential, non-disciplinary reporting of sentinel events.
Recommendation: There should be a stipulation in every healthcare professional’s contract that sentinel events must be reported, that reporting can be confidential, and that reporting within a specified time period will not attract disciplinary action.
Unknown
IHRD-6 — Support for Candour Compliance
Recommendation: Support and protection should be given to those who properly fulfil their duty of candour.
Gov response: My Department accepts the recommendations of the O'Hara Report in their entirety.
Accepted
BAHA-17 — CPERS Complaints Procedure
Recommendation: JDP 1-10 should incorporate the requirement that on entry to and exit from a theatre level detention facility, CPERS are proactively asked whether or not they have any complaints concerning their treatment. This should not be done in the presence …
Gov response: I can inform this House that I am accepting in principle all of his recommendations with one reservation.
Accepted in part
Prevention of Future Deaths reports(1)
Select committee recommendations(28)
#22 —
Recommendation: The Bank acknowledged that it is traditionally a hierarchical organisation. For the programme, it was keen to encourage an open ‘no-surprises’ culture.46 It put in place a number of mechanisms to support such a culture, including a behaviour manifesto setting …
Response attribution not verified
#8 —
Recommendation: An audit will also help the FCDO along with other donors to hold aid organisations accountable for their treatment of whistle-blowers. The results of an audit could help donors to develop incentives for managers to encourage effective reporting on standards …
Response attribution not verified
#7 —
Recommendation: A full and transparent audit of whistleblowing in the aid sector has still not taken place. The FCDO should undertake an audit to provide a full understanding of how whistleblowing practices are being implemented and used, to give confidence that …
Response attribution not verified
#31 —
Recommendation: We asked about the lack of tolerance of those involved in projects to voice their concerns without facing serious repercussions. The Permanent Secretary told us that “there are some particular challenges within the uniform chain of command about how you …
Response attribution not verified
#9 —
Recommendation: Journalists, however, are not the only truth-tellers who need protection. They often rely on whistle-blowers inside companies and organisations. These whistle-blowers need protection. The FCDO should therefore push for a Whistleblowing Bill to offer protection to those who speak out …
Response attribution not verified
#18 — Systematic interviews capturing whistleblower experience are not routinely conducted by departments.
Recommendation: We asked the Cabinet Office if any interviews are undertaken with whistleblowers to capture their perspective of the experience. It told us it is not aware of interviews taking place currently. There was a hesitancy from the Cabinet Office on …
Response attribution not verified
#16 — Whistleblower experience feedback not systematically collected across government departments.
Recommendation: The annual RAC data collection does not cover the treatment of whistleblowers; for example whether a whistleblower in a specific case has experienced any mistreatment, such as victimisation or bullying.39 The ‘whistleblowing heath check’ guidance issued by the Cabinet Office …
Response attribution not verified
#29 — Government must improve valuing whistleblowers, addressing Sellafield mistreatment allegations.
Recommendation: The previous Committee took evidence on how the civil service responds to whistleblowing, and found that the government needs to do more to signal the value of whistleblowers.85 It is particularly important that everyone working on a site as hazardous …
Response attribution not verified
#9 —
Recommendation: We are concerned that the use of non-disclosure agreements in the aid sector could be used to cover-up misconduct and will exacerbate power imbalances. As part of its due diligence processes the FCDO should require organisations it funds to report …
Response attribution not verified
#19 — Collecting systematic feedback from anonymous whistleblowers presents significant challenges for departments.
Recommendation: The Cabinet Office told us that it is considering ways of capturing feedback from people who have come forward anonymously. DWP acknowledged it finds it hard to collect information from whistleblowers who are anonymous and HMRC told us it has …
Response attribution not verified
#17 — Whistleblower support predominantly relies on nominated officers and case-by-case handling.
Recommendation: We asked both HMRC and DWP how they currently support whistleblowers. HMRC told us the majority of support comes from nominated officers within the department but it also points people to other sources of advice and support, such as the …
Response attribution not verified
#26 —
Recommendation: We asked the Department about the feedback given to whistleblowers from the Confidential Hotline. The Department told us that feedback is provided to whistleblowers in every case, noting that details provided would be case-specific. However, the separate case management systems …
Response status not verified
#6 — Cabinet Office introduced whistleblowing data collection and health check tools in 2017
Recommendation: In 2017, the Cabinet Office introduced data collection from departments following this Committee’s recommendations in 2016.7 The data collection process is known as the annual Raising a Concern (RAC) collection exercise, which includes a qualitative survey and a quantitative return. …
Response attribution not verified
#3 — Ensure departments build a positive environment encouraging civil service whistleblowing concerns to be raised.
Recommendation: A ‘speak up’ environment is not yet embedded throughout departments to encourage people to comfortably raise concerns. There are still negative perceptions 6 Investigation into whistleblowing in the civil service of whistleblowing which can create barriers to achieving the right …
Response attribution not verified
#2 — Set out specific actions to analyse civil service whistleblowing data for improved knowledge.
Recommendation: There is a lack of data analysis and sharing of insights regarding whistleblowing across of the civil service. The Cabinet Office does not utilise its central position to analyse the cross-government data it collects. This could help identify trends and …
Response attribution not verified
#14 — High anonymity rates among whistleblowers reflect ongoing trust issues in civil service
Recommendation: The Cabinet Office told us that just under half of whistleblowers come forward anonymously, acknowledging that this fact shows it has more work to do to convince people it is safe to speak up.31 We asked HMRC and DWP how …
Response attribution not verified
#13 — Only half of civil servants feel safe to challenge current practices
Recommendation: The National Audit Office found that just 52% of people ‘think it is safe to challenge the way things are done’, from their review of responses to the 2022 Civil Service People Survey. The equivalent figure for the NHS was …
Response attribution not verified
#8 —
Recommendation: Whistleblowing concerns, particularly about BBC Arabic’s phase-one restructuring, led the BBC Whistleblowing team to find insufficient documentation and analysis for key decisions; the Service addressed these recommendations inconsistently and with delays.14 More broadly, governance and responsiveness were weak, including governance …
Response attribution not verified
#24 — Larger departments should provide more support and expertise to smaller agencies on whistleblowing.
Recommendation: We were interested to hear from departments on any improvements that they think can be made in terms of how they can help maintain a high standard of whistleblowing across the civil service. DWP suggested that large departments have a …
Response attribution not verified
#23 — Departments inconsistently apply whistleblowing guidance to their associated arm’s-length bodies.
Recommendation: The Cabinet Office guidance specifies that departments should cover their agencies as well as themselves when responding to health checks, but this is not followed by all 48 Qq 80, 82 49 Q 2 50 NAO insight - good practice …
Response attribution not verified
#22 — Cabinet Office has scope to do more to actively surface and share whistleblowing best practices.
Recommendation: The Cabinet Office said it could play a role in collating information across the civil service and share back what works well and what departments can do more of.56 For example, the NAO reported that some departments do not have …
Response attribution not verified
#20 — Good whistleblowing practices exist but are not consistently shared across civil service departments.
Recommendation: There are some examples of good practice across the civil service when it comes to whistleblowing processes, but they are not always shared between departments and agencies. For example, HMRC has ‘help cards’ to improve the quality of information on …
Response attribution not verified
#8 — Cabinet Office does not centrally track whistleblowing investigation lengths from departments
Recommendation: HMRC told us it understands that it is important to whistleblowers that it investigates as quickly as possible, and both HMRC and DWP monitor the length of time cases take.13 But the Cabinet Office is not collating this metric from …
Response attribution not verified
#1 — Committee received evidence on civil service whistleblowing from Cabinet Office and other departments.
Recommendation: On the basis of a report by the Comptroller and Auditor General, we took evidence from the Cabinet Office, HM Revenue & Customs (HMRC) and the Department for Work & Pensions (DWP) on whistleblowing in the civil service.1
Response attribution not verified
#5 — Develop a system to disseminate whistleblowing good practice across civil service and smaller bodies.
Recommendation: There is a lack of joined up thinking when it comes to sharing good practice across the civil service. There are some examples of good practice across the civil service but the Cabinet Office needs to do more to promote …
Response attribution not verified
#4 — Require all departments to collate feedback from whistleblowers at the end of the process.
Recommendation: The Cabinet Office and other departments do not seek feedback from whistleblowers and so are missing vital insights into the effectiveness of the process. The ‘whistleblowing heath check’ guidance from the Cabinet Office suggests departments should gather feedback from individuals …
Response attribution not verified
#13 —
Recommendation: The Independent Complaints and Grievance Scheme, alongside the Behaviour Code, Valuing Everyone training and the establishment of the Cultural Transformation Team, is a significant step towards effectively tackling the House of Commons’ damaging culture of bullying, harassment and sexual misconduct. …
Response status not verified
#7 — Cabinet Office whistleblowing data has improved but lacks outcome and whistleblower perspective
Recommendation: Cabinet Office’s information on concerns and arrangements across the civil service has improved but it still has several quality limitations. For example, there is no method for capturing outcomes for concerns that are ‘ongoing’ at the point of an annual …
Response attribution not verified
HSSIB safety recommendations(5)
Workforce and patient safety: temporary staff - integration into healthcare providers — HSSIB
How do you ensure that temporary staff know how to speak up and that they feel safe to raise concerns?
Learning Prompt
Workforce and patient safety: temporary staff - integration into healthcare providers — HSSIB
HSSIB recommends that the National Guardian’s Office, working with relevant stakeholders, identify the barriers that prevent temporary staff from speaking up and develops mechanisms to address those barriers. This will build on their work to explore barriers for other staff …
Safety Recommendation
Workforce and patient safety: temporary staff - integration into healthcare providers — HSSIB
How do you enable temporary workers to feed back on their experiences of working in your organisation, to understand the organisational culture in relation to this group?
Learning Prompt
Workforce and patient safety: temporary staff - integration into healthcare providers — HSSIB
Organisations that provide temporary staff to the NHS can improve patient safety by including information about the NHS England Learn from Patient Safety Events service to temporary staff as part of their onboarding process. This is to enable temporary staff …
Safety Observation
Electronic patient record (EPR) systems – thematic review
Does your organisation have routes for staff to raise concerns about the EPR system they use, with feedback to inform staff of actions taken in response?
Learning Prompt
CQC inspection actions(25)
William Harvey Hospital
The trust should ensure the Freedom to Speak Up processes are sufficiently resourced to support staff to raise concerns.
Should Do
University Hospital of Hartlepool
The trust should consider addressing its Freedom to Speak Up literature to make it clearer that the guardian can be directly contacted as a first point of contact by staff in line with national guidance.
Should Do
Royal Victoria Infirmary
The trust must ensure that staff are able to report service user safety concerns without fear of reprisal, retribution or detriment using internal routes and in line with policies and procedures.
Must Do
Queen Elizabeth The Queen Mother Hospital
The trust should ensure the Freedom to Speak Up processes are sufficiently resourced to support staff to raise concerns.
Should Do
Montagu Hospital, Mexborough
Thetrustshouldensurethatallstaffgroupsareawareofthefreedomtospeakupguardiansandwhotheyareacrossthetrustsites.
Should Do
Glenfield Hospital
The trust should consider increasing the capacity of the Freedom To Speak Up Guardians (FTSUG) to sufficiently support all staff at the trust.
Should Do
Fleetwood Hospital
The trust should ensure staff know how to raise concerns and staff are aware of the role of Freedom to Speak Up Guardian.
Should Do
Doncaster Royal Infirmary
The trust should ensure that all staff groups are aware of the freedom to speak up guardians and who they are across the trust sites.
Should Do
Cumberland Infirmary
The trust should consider appointing a non-executive lead for Freedom to speak up (FTSU).
Should Do
Moorfields Eye Hospital
The service should consider how to improve confidence in their freedom to speak up guardian programme.
Should Do
Moorfields Eye Hospital
The trust should continue to find ways to encourage staff to raise concerns and act where appropriate.
Should Do
Royal Bolton Hospital
The trust must ensure staff feel supported to speak up without fear of retribution by seeking and acting on feedback from relevant persons or other persons on the service provided in the carrying on of the regulated activity, for the …
Must Do
Bedford Hospital
The trust must ensure its supports all staff, including those with particular equality characteristics, to feel respected and valued and support an environment where staff are encouraged to speak up and raise concerns without fear of blame or reprisal.
Must Do
Verve Health
The service must ensure that staff are aware of how to use the whistleblowing process.
Must Do
Scarborough Hospital
The trust must ensure that the Freedom to speech up policy guidance (v11) which was passed its review date of February 2022 is updated.
Must Do
Scarborough Hospital
The trust must ensure the organisations supports all staff, including those with particular equality characteristics, to feel respected and valued and supports an environment where staff are encouraged to speak up and raise concerns without fear of blame or reprisal.
Must Do
Luton and Dunstable Hospital
The trust must ensure its supports all staff, including those with particular equality characteristics, to feel respected and valued and support an environment where staff are encouraged to speak up and raise concerns without fear of blame or reprisal.
Must Do
The York Hospital
The trust must ensure that the Freedom to speech up policy guidance (v11) which was passed its review date of February 2022 is updated.
Must Do
The York Hospital
The trust must ensure the organisations supports all staff, including those with particular equality characteristics, to feel respected and valued and supports an environment where staff are encouraged to speak up and raise concerns without fear of blame or reprisal.
Must Do
Salford Royal Hospital
The trust should ensure it continues to improve culture and support staff to speak up.
Should Do
Royal Sussex County Hospital
The trust must ensure communication structures for staff are clear, easy to follow, and that there are feedback mechanisms implemented for staff who raise individual concerns.
Must Do
Rochdale Infirmary
The trust should ensure it continues to improve culture and support staff to speak up.
Should Do
Moorfields Eye Hospital
The service should continue to work to improve the culture in theatres, with attention to supporting colleagues to report when they have been bullied or harassed by other colleagues.
Should Do
Fairfield General Hospital
The trust should ensure it continues to improve culture and support staff to speak up.
Should Do
Standon Gardens Domiciliary Services
Consideration should be given to how staff could report concerns, should they have any, to someone unconnected to these relatives or relationship groups.
Should Do
IOPC learning recommendations(2)
Operation Hotton recommendations - Metropolitan Police Service, September 2021
The IOPC recommends that the MPS should take steps to ensure that when it has been identified that an officer has failed to report or challenge improper conduct, whether or not misconduct processes are initiated against that officer, appropriate steps …
Investigation into recruitment irregularities and the actions of a civilian staff member …
The IOPC recommends that British Transport Police reviews how it manages interactions with people who report wrongdoing through the internal CARS reporting system. This should include both how they are kept informed and their involvement in providing information to the …
IMB individual recommendations(3)
Scotland and Northern Ireland short-term holding facilities (STHF) (2025)
What mechanisms are in place to detect and address unusually low levels of complaints or staff whistleblowing at the facilities we monitor?
Home Office
North East Midlands, Yorkshire & Humber STHF (2024)
We recommend that Swinderby RSTHF centre management and the Home Office contract compliance team review existing processes around staff culture, professional standards and whistle blowing to ensure they are sufficient, effective and robust.
Other
Kirklevington Grange (2021)
We would like to see some means of dispelling this culture [prisoners’ perceptions that “if we complain we will be returned to closed conditions”].
Governor / Director
Health investigations(23)
Independent investigation: Philip Ellison, Preston (2008) — Rec 18
The Trust should ensure that staff involved in disciplinary or whistleblowing allegations are given timely feedback on the outcome of investigations and are fully supported through the process
north_west
Independent investigation: Philip Ellison, Preston (2008) — Rec 15
The Trust must develop a communications strategy to improve the level of understanding by staff at all grades of the Trust and Lancashire County Council governance and managerial systems. Particular attention must be given to raising concerns and whistleblowing within the partnership.
north_west
Independent investigation: Angela Titley, Private Psych hospital, Redhill, Surrey (2004) — Rec R25
We recommend to the HC that it takes steps also to encourage healthcare professionals to communicate any concerns which they may have about standards at any independent hospital to the HC, with a view to creating a culture whereby any healthcare professional who has concerns about a particular establishment will …
south_east
Independent investigation: Sarah Lawson, Worthing (2000) — Rec 9
Underlying the Trust’s approach should be the principles that whistle-blowing is taken seriously, staff are provided with support where necessary, and safe clinical practice is promoted.
south_east
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 4.1
The review team would recommend to the Board of Directors that they consider the evidence, observations and recommendations f rom this review, with a view to assuring themselves that colleagues throughout the Trust are conf ident that they will be supported to speak up through compassionate management arrangements and an …
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 3.2.3.3
It would be beneficial for the organisation to consider the introduction of Bullying and Harassment Champions or supporters so staff have someone who they feel they can approach f or informal support and advice other than HR who may have to deal with any formal processes.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.4.6
That the Trust reinforces the messages to staff that it is important to speak up and raise concerns; that they will be listened to and receive a reply. Timescales for receiving responses should be set and met.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.4.5
The Trust is in the process of identifying FTSU champions to raise awareness to the opportunities for and encouragement to speak up. This is welcome. It is also recommended that the Trust considers recruiting additional FTSUGs f rom a diversity of backgrounds, to provide choices f or individuals to approach …
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.4.4
That the Trust considers changing the reporting arrangement of the FTSUG.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.4.3
In line with the MIAA report, the Trust should clarify how the FTSUG should seek advice and support with complex whistle-blowing cases. This may also be a general point for FTSU arrangements. elsewhere. There will be occasions when the FTSUG is not able to escalate an issue within her/his organisation …
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.4.2
That the Trust should consider how to ensure that the FTSUG, while receiving the support of directors and having access to them, is also seen to be independent of directors in providing guidance where there may be a conf lict.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.4.1
That the Trust reviews the FTSU arrangements in the light of the latest national guidance and the MIAA report.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.2.10.2
The Board of Directors should reinforce its commitment to Freedom to Speak Up, and raising concerns generally, without personal detriment.
Christie NHS Foundation Trust
north_west
*Independent investigation into the care of Mr A: March 2013 — Rec 9
CPFT should review its policies and procedures relating to its treatment of staff who raise concerns about issues of poor practice with CPFT in order to encourage openness and engender a culture of patient safety.
Cambridge and Peterborough NHS Foundation Trust
east_of_england
Assurance Review: Recommendations for commissioners, NHS England, advisors and regulators — Rec 66
Guidance on setting up appropriate governance processes should be developed to support intractable whistleblowing cases. It should aim to provide resolution to concerns and facilitate learning in relation to patient safety.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 37
NHS England and NHS Improvement should consider establishing a fully independent national body or process for investigating significant and material whistleblowing concerns from the outset, to ensure impartiality, thoroughness, and timely resolution for all parties involved.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 12
The Trust should ensure that all staff are aware of and adhere to the Trust’s policies on incident reporting, raising concerns, and whistleblowing, and that a culture of openness and psychological safety is fostered where staff feel confident to speak up without fear of reprisal.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 11
The Trust should review and update its policies and procedures for managing grievances and concerns raised by staff, ensuring that all concerns are investigated thoroughly, fairly, and in a timely manner, and that appropriate support is provided to all parties involved.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
Independent investigation: Philip Ellison, Preston (2008) — Rec 17
The Trust should monitor the application of the disciplinary and whistleblowing policies and report regular summary information to the Trust Board.
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 42
All NHS organisations should foster a culture of psychological safety and openness, where staff feel empowered to raise concerns without fear of reprisal, and where whistleblowing is seen as a last resort, supported by effective internal reporting and learning mechanisms.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 39
The Care Quality Commission (CQC) should review its processes for receiving and acting upon identifiable information relating to patient safety concerns, particularly in cases where anonymity is requested, to ensure that such information can be effectively used to trigger timely and appropriate regulatory action.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 36
NHS England and NHS Improvement should review the current national guidance and support mechanisms for independent investigations, particularly in relation to ensuring the accuracy and reliability of information in the public domain, and the process for managing whistleblowing concerns to prevent their weaponisation.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
This Independent Investigation into concerns and issues raised relating to … — Rec 33
The Trust Board should ensure that there is robust and regular reporting on employee relations issues, including tribunals, whistleblowing, grievances, suspensions, restricted practice, and referrals to professional bodies, and that this information is triangulated with other service risk indicators to identify and address hotspots.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
Detention investigations(3)
Independent Investigation into Concerns about Yarl's Wood Immigration Removal Centre — Rec R8
Managers should undertake a review of present local policies and arrangements for whistleblowing and reporting matters of concern. They should devise policies and arrangements that are easily understood by staff, command the confidence of staff and encourage and support them to report colleagues whose behaviours are inappropriate or below standard.
Immigration Detention
Investigation into Allegations of Racism and Mistreatment of Detainees at … — Rec 13
I recommend that the whistleblowing policy be ‘talked up’ during initial training and further endorsed during subsequent training.
Immigration Detention
Independent Investigation into Concerns about Brook House Immigration Removal Centre — Rec R51
The SMT and G4S managers should review the policy and arrangements for raising concerns and their own handling of such matters to ensure that they encourage and support staff to report wrongdoing or misconduct or inappropriate behaviour by colleagues and managers. (To be completed within 3 months)
Immigration Detention
Independent reviews(28)
Fisher Review (Part 2) — Rec 18
Establish an independent arbitration panel to review appeals or complaints made by whistleblowers.
Justice & Legal
Fisher Review (Part 2) — Rec 17
Establish a criminal offence for those who harass or intimidate whistleblowers.
Justice & Legal
Fisher Review (Part 2) — Rec 16
Create a new criminal offence for individuals who knowingly make false reports to the law enforcement agencies under a whistleblower incentivisation scheme. The person is not in breach of this offence if he does not know or suspect the report or evidence submitted to be false.
Justice & Legal
Fisher Review (Part 2) — Rec 15
Make legislative provision for the Serious Fraud Office to financially reward whistleblowers. The Government should launch a consultation to inform the design of a suitable scheme.
Justice & Legal
Ockenden Review — Rec LAfL 14.13
Support for Staff There must be a robust process in place to ensure that all safety concerns raised by staff are investigated, with feedback given to the person raising the concern.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 20
Legal protection should be enhanced.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 16
Coordinated Regulatory Action: There should be coordinated action by national systems and professional regulators to enhance the protection of NHS workers making protected disclosures and of the public interest in the proper handling of concerns.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 15
External Review: There should be an Independent National Officer (INO) resourced jointly by national systems regulators and oversight bodies and authorised by them to carry out the functions described in this report, namely: review the handling of concerns raised by NHS workers and/or the treatment of the person or people …
Health & Social Care
Freedom to Speak Up Review — Rec Principle 12
Support to find alternative employment in the NHS: Where a NHS worker who has raised a concern cannot, as a result, continue in their current employment, the NHS should fulfil its moral obligation to offer support.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 11
Support: All NHS organisations should ensure that there is a range of persons to whom concerns can be reported easily and without formality. They should also provide staff who raise concerns with ready access to mentoring, advocacy, advice and counselling.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 9
Mediation and dispute resolution: Consideration should be given at an early stage to the use of expert interventions to resolve conflicts, rebuild trust or support staff who have raised concerns.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 7
Raising and reporting concerns: All NHS organisations should have structures to facilitate both informal and formal raising and resolution of concerns.
Health & Social Care
Harris Review: Deaths in Custody — Rec 53
Prisons must improve their processes for receiving information direct from the families of prisoners, particularly young adults. We recommend there should be a dedicated telephone line for families/friends and others to pass on concerns about prisoners, which should be continuously available over a 24 hour period. Information received should be …
Justice & Legal
Harris Review: Deaths in Custody — Rec 40
As part of their response to bullying NOMS must provide (for example through an external contractor or NGO, if appropriate) a 24 hour anti-bullying helpline. This service should be provided through a free telephone hotline, so that prisoners or their families could report problems. All calls would be logged and …
Justice & Legal
Francis Inquiry (Mid Staffs 2010) — Rec 8
The Board should give priority to ensuring that any member of staff who raises an honestly held concern about the standard or safety of the provision of services to patients is supported and protected from any adverse consequences, and should foster a culture of openness and insight.
Health & Social Care
Nolan Report (1st) — Rec 53
Each Executive NDPB and NHS body that has not already done so should nominate an official or Board Member entrusted with the duty of investigating staff concerns about propriety raised confidentially. Staff should be able to make complaints without going through the normal management structure, and should be guaranteed anonymity. …
Other
Nolan Report (1st) — Rec 25
Departments and agencies should nominate one or more officials entrusted with the duty of investigating staff concerns raised confidentially. (para 3.53)
Other
Nolan Report (1st) — Rec 23
The draft civil service code should be revised to cover circumstances in which a civil servant, while not personally involved, is aware of wrongdoing or maladministration taking place. (para 3.51)
Other
Calvert-Smith SFO Review — Rec 10
With immediate effect the SFO must develop a clear route by which case staff (the case team) can raise concerns about cases. This route should be clearly set out in the Operational Handbook and supported by an independent process.
Justice & Legal
Dash Patient Safety Review — Rec 6
Streamline functions relating to staff voice. Staff should be supported and encouraged to share concerns about quality and safety as part of a data, evidence and learning-led culture. The functions of the National Guardian's Office could be more aligned with other staff voice functions in NHS England. Since guardians have …
Health & Social Care
Accepted
Freedom to Speak Up Review — Rec Principle 17
Recognition of organisations: CQC should recognise NHS organisations which show they have adopted and apply good practice in the support and protection of workers who raise concerns.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 14
Accountability: Everyone should expect to be held accountable for adopting fair, honest and open behaviours and practices when raising or receiving and handling concerns. There should be personal and organisational accountability for: poor practice in relation to encouraging the raising of concerns and responding to them; the victimisation of workers …
Health & Social Care
Freedom to Speak Up Review — Rec Principle 5
Culture of valuing staff: Employers should show that they value staff who raise concerns, and celebrate the benefits for patients and the public from the improvements made in response to the issues identified.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 4
Culture of visible leadership: All employers of NHS staff should demonstrate, through visible leadership at all levels in the organisation, that they welcome and encourage the raising of concerns by staff.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 3
Culture free from bullying: Freedom to speak up about concerns depends on staff being able to work in a culture which is free from bullying and other oppressive behaviours.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 2
Culture of raising concerns: Raising concerns should be part of the normal routine business of any well led NHS organisation.
Health & Social Care
Freedom to Speak Up Review — Rec Principle 1
Culture of safety: Every organisation involved in providing NHS healthcare, should actively foster a culture of safety and learning, in which all staff feel safe to raise concerns.
Health & Social Care
Nolan Report (1st) — Rec 5
The House should: require agreements and remuneration relating to Parliamentary services to be disclosed; expand the guidance on avoiding conflicts of interest; introduce a new Code of Conduct for Members; appoint a Parliamentary Commissioner for Standards; establish a new procedure for investigating and adjudicating on complaints in this area about …
Other
LGO / SPSO decisions(9)
24-020-464 — Brighton & Hove City Council
Summary: We will not investigate this complaint about whistleblowing. It is appropriate for the complainant to escalate any concerns to the relevant prescribed body.
LGO (Local Government & …
Housing
Apr 2025
25-010-866 — Gloucestershire County Council
Summary: We will not investigate this whistle-blowing complaint about matters principally involving staff safety at temporary accommodation contracted by the Council. We are not a responsible body for whistle-blowing complaints and other bodies are better placed than us to deal with this matter.
LGO (Local Government & …
Adult Care Services
Dec 2025
24-011-952 — South Gloucestershire Council
Summary: We will not investigate this complaint about public health support services. The complaint has not suffered a personal injustice and their concerns are best raised through the Council’s Whistleblowing policy.
LGO (Local Government & …
Environment And Regulation
Nov 2024
24-004-364 — London Borough of Barking & Dagenham
Summary: We will not investigate this complaint about the Council’s prevention of councillors raising concerns where there is already an open complaint. There is not enough evidence of fault in the Council’s action to justify an investigation.
LGO (Local Government & …
Other Categories
Aug 2024
24-005-570 — Herefordshire Council
Summary: We will not investigate this complaint alleging Council officers breached the Employee Code of Conduct, and the Council covered up wrongdoing. We cannot consider the actions of a third- party Forum as this is not an administrative function of the Council. We have seen no evidence of fault in …
LGO (Local Government & …
Other Categories
Aug 2024
24-007-887 — London Borough of Waltham Forest
Summary: We will not investigate Ms X’s complaint about the Council’s advertisement for a volunteer position at a local charity Ms X said was unsafe. There is insufficient evidence of fault, and an investigation by the Ombudsman is unlikely to achieve any other outcome.
LGO (Local Government & …
Other Categories
Sep 2024
22-004-382 — Staffordshire County Council
Summary: We will not investigate this complaint about an alleged breach of confidence by a council officer. This is because the complaint does not meet the tests in our Assessment Code on how we decide which complaints to investigate. There is no evidence the complainant has been caused a significant …
LGO (Local Government & …
Other Categories
Jul 2022
23-021-410 — London Borough of Islington
Summary: We will not investigate this complaint about the Council’s decision not to investigate a complaint that a Councillor breached the code of conduct. There is not enough evidence of fault in the way the Council considered the complaint to justify an investigation. Also, we will not investigate concerns about …
LGO (Local Government & …
Other Categories
May 2024
201405151 — Audit Scotland
Mr C complained that Audit Scotland failed to respond to an email asking whether they were able to investigate a complaint about a third party organisation. As no response was received to this email Mr C sought a response from Audit Scotland and, following investigation, they responded to him almost …
SPSO (Scottish Public Se…
Scottish Government and Devolved Administration
Upheld
May 2015
Domestic Homicide Reviews(5)
Western Suffolk — recommendation 2
The promotion of a safe and, if necessary, anonymous reporting mechanism should be identified for advice and third-party reporting of concerns by those who have knowledge of domestic abuse being experienced or perpetrated by someone they know.
Suffolk Domestic Abuse Partnership
Northampton — recommendation 4.2.3.2
To consider the development of a formal and confidential / anonymous reporting process allowing employees to submit concerns they may have about domestic abuse happening to a colleague.
Northamptonshire Police
Northamptonshire Police
Northampton — recommendation 4.2.3.3
These recommendations should be considered to bring the ‘hidden crime’ of domestic abuse out into the domain of the workplace to promote confidence in reporting and that the organisation will act positively to the reports.
Northamptonshire Police
Northamptonshire Police
West Berkshire — recommendation 6.20
Consider the development of a properly funded and resourced “first call” or “alert” service for people to report concerns to encourage access to confidential advice and support from expert and trained staff, similar to the “Childline” service. This may be linked to safeguarding children to reinforce the fact that children …
West Berkshire Safer Communities Partnership
West Berkshire — recommendation 6.7
Contribute to the scoping and development of an effective “First call” or “Alert” service, with West Berkshire Council and NHS Berkshire West that supports and encourages residents to seek advice and guidance in responding to potential risks from Domestic Abuse.
Thames Valley Police | West Berkshire …
Thames Valley Police