Whistleblowing Solutions
Our services include a whistleblower hotline, an online reporting channel, comprehensive whistleblower report management system, and investigation software module, all designed to help safeguard your organisation, your employees, and your reputation.
Investigations & Investigation Support
We provide reliable, independent, expert workplace investigations, investigation and interviewer support, and part or whole management of the investigation procedure, all to suit the needs of your organisation.
Training
We offer e-learning, classroom and online whistleblowing training for employees and managers. We also offer comprehensive and highly regarded investigations and interviewer training for your report managers.
Health Check & Audit Service
Our whistleblowing audit and assessment, including gap analysis of your internal whistleblowing process, and recommendations for improvements and implementations, helps highlight areas that might need development to remain compliant with whistleblower legislation.
Resources
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What Records Should Organisations Keep of Manager Training for Compliance Purposes?
Training records are the primary evidence base when an employer’s compliance with legal obligations is tested – whether in an employment tribunal, an EHRC investigation, a regulatory supervisory visit or an internal audit. The question is not only whether records exist, but whether they contain the right information, whether they are sufficiently detailed to address…
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How Does CPD-Accredited Training Support Legal Defensibility?
When an employment tribunal or regulator scrutinises an employer’s training programme, the question is not simply whether training took place. It is whether the training was of sufficient quality to change how managers behave – and whether there is evidence to support that conclusion. CPD accreditation, awarded by an independent body against defined standards of…
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What Does Proactive Harassment Prevention Mean in Practice for Employers?
The Worker Protection (Amendment of Equality Act 2010) Act 2023 changed the compliance question for employers from reactive to proactive. Before October 2024, the legal standard was whether an employer had taken reasonable steps to prevent harassment – a defence invoked after a complaint had been made. The positive duty introduced by the Act requires…