Whistleblowing Policy

Whistleblowing means any member of our team can report a concern about care quality, safety, or conduct — without fear of losing their job. It is one of the most important protections in social care. If a carer sees something wrong, we want them to speak up. This policy makes sure they can.

Legal Protection for Those Who Speak Up

The Public Interest Disclosure Act 1998 (PIDA) gives legal protection to workers who report wrongdoing. At Amari Care Services, we go further than the legal minimum. We actively encourage our care workers to raise concerns and we treat every disclosure with the seriousness it deserves.

No member of staff will be dismissed, disciplined, or treated unfairly for raising a genuine concern. This protection applies even if the concern turns out to be unfounded, provided it was raised in good faith.

What Can Be Reported

Whistleblowing covers serious concerns that go beyond everyday complaints. It is for situations where someone believes there is a risk to the safety or wellbeing of service users, staff, or the public.

• Abuse or neglect — Any form of mistreatment of a person receiving care
• Safeguarding concerns — Situations where a vulnerable person may be at risk of harm
• Poor practice — Care that falls below acceptable standards
• Health and safety dangers — Risks that could cause physical harm to staff or service users
• Criminal offences — Theft, fraud, or any illegal activity
• Cover-ups — Attempts to hide any of the above

The Four-Step Escalation Process

We provide a clear escalation pathway so that concerns always reach the right person. If the first step does not resolve the issue, the next level is always available.

• Step 1 — Line manager or Registered Manager — Raise the concern with your direct manager or Stef Clark RMN, our Registered Manager. This is usually the fastest route to action
• Step 2 — Senior leadership — If the concern involves your manager or you feel it has not been addressed, contact our senior leadership team directly
• Step 3 — CQC or local authority — You can report directly to the Care Quality Commission or your local council’s adult social care team
• Step 4 — External bodies — If needed, concerns can be raised with the police, the Health and Safety Executive, or other relevant authorities

Staff are not required to follow the steps in order. If the concern is urgent or involves senior management, they can go directly to an external body at any stage.

Anonymous Reporting Is Accepted

We understand that some staff may feel uncomfortable identifying themselves. Anonymous reports are accepted and will be investigated with the same level of seriousness. However, we do encourage staff to give their name where possible, as it allows us to keep them informed of the outcome and provide support throughout the process.

Protection from Retaliation

Amari Care Services takes a firm position against any form of retaliation. A staff member who raises a genuine concern must never face negative consequences — no disciplinary action, no reduction in hours, no unfavourable treatment of any kind. Any manager or colleague found to have retaliated against a whistleblower will face disciplinary proceedings.

External Support and Advice

Staff who are unsure whether to raise a concern, or who want independent advice, can contact these organisations for confidential guidance: Protect (protectadvice.org.uk), the CQC whistleblowing team, and Citizens Advice.

Why This Matters for Families

A strong whistleblowing culture is one of the clearest signs that a care provider takes safety seriously. It means that if something goes wrong in your family member’s care, the people closest to the situation have a safe way to report it. At Amari Care Services, we see whistleblowing not as a problem but as a safeguard — it helps us identify issues early and take action before harm occurs.

Read about all of our governance policies or view our CQC rating.