Updated whistleblowing policy

11 September 2026

A minor change has been made to our whistleblowing policy to ensure it aligns with recent amendments to the Employment Rights Act 1996, which means there will be stronger protections for workers who report sexual harassment.

The policy now makes it clear that disclosures relating to sexual harassment are protected under the Public Interest Disclosure Act 1988.

You should raise a whistleblowing concern if you become aware of, or reasonably suspect:

• fraud, bribery or corruption
• breaches of law, regulations, or council procedures
• risks to health, safety, or the environment
• sexual harassment has occurred
• miscarriage of justice
• serious misconduct or improper behaviour
• attempts to conceal any of the above.

The safest and quickest way to raise a concern is to use the whistleblowing reporting form which is submitted directly to the confidential reporting inbox.

Using the form ensures concerns are:

• handled confidentially
• assessed consistently
• managed in line with the whistleblowing policy
• directed to the right officers for review and action.

Take a look at the policy.