Our Whistleblowing Policy
Eudaiton Education
Whistleblowing Policy
WHISTLEBLOWING POLICY FOR ALL STAFF AND VOLUNTEERS IN RELATION TO SAFEGUARDING
When reporting safeguarding concerns it is important to follow the proper procedures.
When working with Eudaiton Education, this means that reports should be made by any responsible adult through the reporting procedure laid out in this policy - reporting to the safeguarding lead and/or deputy lead. Staff and volunteers are welcome to ask the safeguarding team for updates on what they have done. The team are not obliged to share specific details of actions taken but can share whether the report has been acted upon or referred internally or to external authorities/agencies. If a report has not been acted on or referred to relevant authorities and the staff member/volunteer feels it should have been, another report can be made and a discussion should be held with the safeguarding team. Staff and volunteers are encouraged to have discussions with the team as they may be aware of more information than the staff member/volunteer. Again, the team will not necessarily share specifics as these may be confidential but will aim to have a discussion around the concern raised and explain the actions taken.
If the staff member or volunteer still has concerns, the child protection report should be made to the Local Children's Safeguarding Partnership (LCSP) where the child lives (or the relevant board if the concern is about an adult at risk (in other jurisdictions the relevant authority will vary). At this time, the staff or volunteer may tell the board that they did make a report to Eudaiton Education but they feel it hasn't been passed along appropriately. This will help to ensure the report is passed along securely to the appropriate authorities.
It is not appropriate to go directly to the media or to post on social media. This will be treated as whistleblowing, in line with Eudaiton Education’s general company whistleblowing policy and may result in disciplinary action and/or dismissal.
Organisation: Eudaiton Education (Trading Name of Eudaiton Ltd)
Policy Owner: Taleisha Hutton
Email: admin@eudaitoneducation.co.uk
Telephone: 07831553354
Version: 1.0
Effective Date: June 2026
Review Date: June 2027
1. Policy Statement
Eudaiton Education is committed to maintaining the highest standards of integrity, professionalism, safeguarding and accountability.
We encourage all employees, tutors, contractors, volunteers and associated individuals to raise concerns where they reasonably believe wrongdoing, misconduct, malpractice or unlawful activity has occurred, is occurring, or is likely to occur.
Individuals who raise genuine concerns in good faith will be supported and protected from retaliation, victimisation or detrimental treatment.
This policy reflects the principles contained within the Public Interest Disclosure Act 1998 (PIDA).
2. Purpose
The purpose of this policy is to:
Encourage concerns to be raised promptly.
Provide clear reporting procedures.
Promote transparency and accountability.
Protect those who speak up in good faith.
Ensure concerns are investigated appropriately.
Support safeguarding and learner welfare.
3. Scope
This policy applies to:
Directors
Employees
Tutors
Contractors
Agency workers
Volunteers
Consultants
Temporary workers
This policy covers concerns relating to Eudaiton Education's activities, services, operations, staff, tutors and contractors.
4. What is Whistleblowing?
Whistle-blower - A whistle-blower is a member of staff or volunteer who reports certain types of wrongdoing. This will usually be something they’ve seen at work - though not always. The wrongdoing disclosed must be in the public interest. This means it must affect others, e.g. the general public.
Whistleblowing – Whistleblowing is the reporting of concerns about wrongdoing that is believed to be in the public interest.
Examples include:
Criminal offences.
Fraud.
Impropriety or fraud
Financial misconduct.
Breach of legal obligations.
Safeguarding failures.
Health and safety risks.
Data protection breaches.
Discrimination.
Harassment.
Abuse of authority.
Deliberate concealment of wrongdoing.
Serious breaches of company policies.
Inducing others or collusion with others to do any of these things
You’re protected by law if you report any of the following
a criminal offence, e.g. fraud, financial malpractice, bribery
a danger to the public
risk or actual damage to the environment
a miscarriage of justice
the company is breaking the law
you believe someone is covering up wrongdoing
abusing children, young people or vulnerable adults
Complaints that don’t count as whistleblowing
Whistleblowing is different from raising a personal grievance about your own employment or engagement.
Personal grievances should be raised under the Grievance Policy where applicable.
Eudaiton Education will not tolerate malicious allegations and therefore, any person found to purposely make malicious allegations may find themselves subject to disciplinary action. Equally, if any discrimination or harassment takes place as a result of whistleblowing, Eudaiton Education will take firm action under the disciplinary procedures.
5. Safeguarding Concerns
Where a concern relates to:
A child.
A young person.
A vulnerable adult.
Abuse.
Neglect.
Exploitation.
Radicalisation.
Grooming.
The concern must be reported immediately under the Safeguarding Policy (https://www.eudaitoneducation.co.uk/safeguarding-policy).
Safeguarding concerns should never be delayed whilst determining whether they also qualify as whistleblowing concerns.
Safeguarding concerns take priority.
Designated Safeguarding Lead:
Taleisha Hutton
admin@eudaitoneducation.co.uk
07831553354
If a person is in immediate danger, call 999.
6. Protection for Whistleblowers
Eudaiton Education will not tolerate retaliation against any person who raises a genuine concern in good faith.
Examples of retaliation include:
Dismissal.
Removal from assignments.
Threats.
Intimidation.
Harassment.
Unfair treatment.
Discrimination.
Victimisation.
Any individual found retaliating against a whistleblower may be subject to disciplinary action.
Protection applies even if an investigation later concludes that no wrongdoing occurred, provided the concern was raised honestly and in good faith.
7. Confidentiality
All concerns will be handled as confidentially as possible.
The identity of a whistleblower will be disclosed where:
Consent is given.
Disclosure is legally required.
Disclosure is necessary to protect individuals from harm.
Disclosure is required by a regulator, court or law enforcement agency.
This policy encourages individuals to put their name to any disclosure they make. Concerns expressed anonymously are much less credible, but they may still be considered at the discretion of the Managing Director.
In exercising this discretion, the factors to be taken into account will include:
The seriousness of the issues raised
The credibility of the concern
The likelihood of confirming the allegation from attributable sources
8. Reporting a Concern
Concerns should be reported as soon as possible.
Reports should include:
What happened.
When it happened.
Who was involved.
Any evidence available.
Why the concern exists.
Concerns may be submitted:
By Email
admin@eudaitoneducation.co.uk
By Telephone
07831553354
In Writing
To the Director of Eudaiton Education.
Reports should be factual and avoid assumptions where possible.
Individuals are not expected to prove wrongdoing.
Reasonable suspicion is sufficient.
9. Investigation Process
Upon receiving a concern, Eudaiton Education will:
Stage 1 – Initial Assessment
The concern will be reviewed to determine:
Nature of the concern.
Immediate risks.
Required actions.
Whether external authorities should be involved.
Stage 2 – Investigation
Where appropriate:
Full details and clarifications of the complaint should be obtained.
The investigating officer should inform the member of staff against whom the complaint is made as soon as is practically possible.
Evidence may be gathered.
Relevant individuals may be interviewed. The member of staff will be informed of their right to be accompanied by a representative.
Records may be reviewed.
The investigating officer should consider the involvement of the Police at this stage and should consult with the Managing Director at all times.
Advice may be sought from external specialists.
The whistle-blower has a responsibility to be clear what the specific issue is. It is not necessary that they prove the malpractice or misconduct that they are alleging; simply that they have reasonable suspicion. They should report their concern to their immediate line manager in the first instance.
The allegations should be fully investigated by the investigating officer with the assistance where appropriate, of other individuals / bodies.
A judgement concerning the complaint and validity of the complaint will be made by the investigating officer. This judgement will be detailed in a written report containing the findings of the investigations and reasons for the judgement. The report will be passed to the Managing Director as appropriate.
The Managing Director will decide what action to take. If the complaint is shown to be justified, then they will invoke the disciplinary or other appropriate procedures.
The complainant should be kept informed of the progress of the investigations and, if appropriate, of the final outcome.
If the complainant is not satisfied that their concern is being properly dealt with by the investigating officer, they have the right to raise it in confidence with the Managing Director.
Stage 3 – Outcome
Possible outcomes include:
No further action.
Additional monitoring.
Policy changes.
Training requirements.
Disciplinary action.
Contract termination.
Referral to regulators.
Referral to law enforcement agencies.
10. External Reporting
Individuals are encouraged to use internal reporting routes first where appropriate.
However, concerns may also be reported externally to relevant authorities including:
Police
Local Authorities
Information Commissioner's Office (ICO)
Disclosure and Barring Service (DBS)
Charity Commission (where applicable)
Ofsted (where applicable)
HMRC
Health and Safety Executive (HSE)
Where safeguarding concerns exist, external reporting may be necessary immediately.
11. Malicious or Vexatious Reports
Eudaiton Education encourages genuine concerns to be raised without fear. If an individual makes an allegation in good faith, which is not confirmed by subsequent investigation, no action will be taken against that individual. In making a disclosure the individual should exercise due care to ensure the accuracy of the information.
If, however, deliberately false, malicious or misleading allegations may result in:
Disciplinary action.
Termination of engagement.
Legal action where appropriate.
A concern that is made honestly but later found to be unsubstantiated will not be treated as malicious.
12. Responsibilities
Director
The Director is responsible for:
Receiving concerns.
Ensuring investigations are conducted appropriately.
Protecting whistleblowers.
Maintaining confidentiality.
Taking appropriate action.
Tutors, Staff and Contractors
All individuals working with Eudaiton Education must:
Raise concerns promptly.
Cooperate with investigations.
Maintain confidentiality.
Act honestly and in good faith.
13. Related Policies
This policy should be read alongside:
Safeguarding Policy
Safeguarding Statement for Families and Children
Tutor Handbook
Tutor Code of Conduct
Equality, Diversity and Inclusion Policy
Complaints Policy
Data Protection Policy
Prevent Duty and Radicalisation Policy
Safer Recruitment & Vetting Policy
14. Monitoring and Review
This policy will be reviewed annually or sooner where:
Legislation changes.
Regulatory guidance changes.
Significant incidents occur.
Operational requirements change.
Monitoring and Review
The Company will review this policy annually or sooner if there are significant changes to legislation, operations, or after a serious incident.
For questions or concerns about this policy, please contact the Company at:
Eudaiton Education
Office 1, Izabella House
24-26 Regent Place, City Centre
Birmingham B1 3NJ
07831553354
Approval
Approved By: Taleisha Hutton
Position: Director
Organisation: Eudaiton Education (Trading Name of Eudaiton Ltd)
Date: June 2026
Signature: T.Hutton