Whistleblowing and Freedom to Speak Up Policy

Whistleblowing and Freedom to Speak Up Policy

HAUS OF ÄSTHETIK

Well-Led (Strong Leadership & Governance)

 

1. Purpose

HAUS OF ÄSTHETIK is committed to fostering a culture of openness, transparency, and integrity. This Whistleblowing & Freedom to Speak Up Policy provides a structured framework for employees, contractors, and stakeholders to report concerns regarding patient safety, unethical conduct, financial mismanagement, or regulatory non-compliance without fear of retaliation.

This policy is aligned with Care Quality Commission (CQC) Regulation 5: Fit and Proper Persons, Regulation 16: Complaints and Regulation 20: Duty of Candour, as well as the Public Interest Disclosure Act 1998 (PIDA) and NHS Freedom to Speak Up Guidance.

 

2. Scope

This policy applies to:

•           All employees (clinical and non-clinical).

•           Contractors and agency workers.

•           Volunteers and students.

•           Stakeholders or third parties with concerns about HAUS OF ÄSTHETIK’s operations.

 

3. Principles of Whistleblowing

HAUS OF ÄSTHETIK is committed to the following principles:

•           Encouraging a Speak Up Culture – Employees and stakeholders are encouraged to report concerns promptly.

•           Zero Tolerance for Retaliation – Individuals raising concerns in good faith will be protected from victimisation or detriment.

•           Confidentiality – Reports will be handled sensitively, and anonymity will be maintained where requested.

•           Fair and Transparent Investigations – Concerns will be investigated in a structured and impartial manner.

•           Accountability and Learning – Findings from whistleblowing cases will be used to improve governance, policies, and patient care.

 

4. What Can Be Reported?

Whistleblowing is the disclosure of information that relates to suspected wrongdoing, malpractice, or risks to patient safety. Examples include:

•           Unsafe clinical practice or patient care concerns.

•           Breach of professional standards or ethical misconduct.

•           Fraud, financial mismanagement, or corruption.

•           Failure to comply with legal or regulatory requirements (e.g., CQC standards).

•           Neglect, abuse, or safeguarding concerns.

•           Cover-ups of any wrongdoing.

Personal grievances (e.g., bullying, contract disputes, or disciplinary issues) are not covered under whistleblowing and should be raised via the HAUS OF ÄSTHETIK Grievance Policy.

 

5. Reporting Process

5.1 Informal Resolution

Where possible, concerns should be raised informally with a line manager or supervisor. Many issues can be resolved promptly through discussion.

5.2 Formal Whistleblowing Reporting

If concerns cannot be resolved informally, or if the individual fears reprisal, the matter should be reported formally through one of the following channels:

•           Whistleblowing Lead: Designated Managing Director

•           CQC Registered Manager: Designated Managing Director

•           Email: info@hausofasthetiks.com

Reports should include:

•           A clear description of the concern.

•           Any supporting evidence.

•           Details of those involved (if applicable).

•           Whether anonymity is requested.

5.3 Escalation to External Bodies

If an individual is dissatisfied with the outcome of an internal investigation or believes the concern is not being handled appropriately, they may escalate the matter externally:

•           Care Quality Commission (CQC) – www.cqc.org.uk | 03000 616161

•           NHS Whistleblowing Helpline – 08000 724 725

•           Public Concern at Work (Protect) – www.protect-advice.org.uk

•           General Medical Council (GMC) / Nursing and Midwifery Council (NMC) for professional misconduct

 

6. Protection for Whistleblowers

HAUS OF ÄSTHETIK is committed to safeguarding individuals who raise concerns in good faith. Protections include:

•           Confidentiality: Requests for anonymity will be respected unless law requires disclosure.

•           Legal Protection: Whistleblowers are protected under the Public Interest Disclosure Act 1998 (PIDA).

•           No Retaliation: Any acts of victimisation, harassment, or discrimination against whistleblowers will result in disciplinary action.

Whistleblowers who believe they have suffered retaliation should immediately report it to the Whistleblowing Lead or CQC Registered Manager.

 

7. Investigation Process

7.1 Initial Assessment

•           The concern will be acknowledged within three working days.

•           An initial risk assessment will determine whether immediate action is required.

7.2 Formal Investigation

•           A designated investigator will be appointed.

•           Evidence will be reviewed, and relevant staff may be interviewed.

•           Findings will be documented in a formal report.

7.3 Outcome & Resolution

•           The whistleblower will receive feedback on the investigation outcome (subject to confidentiality limits).

•           If wrongdoing is found, corrective action will be taken, including policy changes, disciplinary action, or regulatory reporting.

 

8. Monitoring & Continuous Improvement

To ensure effectiveness, this policy will be:

•           Reviewed annually by the Senior Leadership Team & CQC Registered Manager.

•           Subject to quarterly audits to identify trends and areas for improvement.

•           Supported by mandatory staff training on whistleblowing and speaking up.

•           Incorporated into HAUS OF ÄSTHETIK’s Clinical Governance Framework to enhance patient safety and staff confidence.

 

9. Conclusion

•           HAUS OF ÄSTHETIK upholds the highest integrity, safety, and accountability standards. This Whistleblowing & Freedom to Speak Up Policy ensures that all employees and stakeholders feel empowered to report concerns without fear of reprisal, thereby fostering a culture of openness, ethical practice, and continuous improvement.

•           Promoting transparency and speaking up reinforces our commitment to excellence in patient care, regulatory compliance, and a supportive workplace culture.