14. Public Interest Disclosure (Whistle-blowing)

14.1. Whistle-blowing in the context of the Public Interest Disclosure Act is the disclosure by an employee (or other party) about malpractice in the workplace. A whistleblower can blow the whistle about crime, civil offences (including negligence, breach of contract, etc.) miscarriage of justice, danger to health and safety or the environment and cover-up of any of these. It does not matter whether or not the information is confidential and the whistle-blowing can extend to malpractice occurring in the UK and any other country or territory.

14.2. Normally, any concern about a workplace matter at the University should be raised with the relevant member of staff’s immediate line manager or College Dean/Director of Service. However, the University recognises that the seriousness or sensitivity of some issues, together with the identity of the person the member of staff thinks may be involved, may make this difficult or impossible.

14.3. A member of staff may, therefore, make the disclosure to one of the staff designated for this purpose, for example the Registrar and Deputy Chief Executive. If the member of staff does not wish to raise the matter with this person, or with the Vice-Chancellor and Chief Executive or the Chair of Council, it may be raised with the Chair of the Audit Committee.

14.4. The full procedure for whistle-blowing is set out in the University’s Public Interest Disclosure Policy, which is available through Human Resources. Further details of the Public Interest Disclosure Act are set out at Appendix A.