Positive Aspirations Group aims to be an organisation where concerns about poor practice, wrongdoing or risks to children can be raised early, safely and without fear of reprisals. The Public Interest Disclosure Act 1998 (PIDA) protects you—staff, foster carers, volunteers, panel members—when you disclose, in good faith, information that tends to show:
- a crime has been or is about to be committed;
- someone is breaking the law or statutory guidance;
- a miscarriage of justice has occurred;
- an individual’s health or safety is, or is likely to be, endangered;
- the environment is at risk;
- evidence of the above is being deliberately concealed.
These are called “protected disclosures.” Raising them is sometimes known as whistle-blowing.
1 | Use ordinary routes first—if you can
| Issue | Primary route |
| Day-to-day practice worries, service quality, interpersonal friction | Supervisor / line manager / SSW, then Team Manager |
| Personal employment grievance (pay, workload, discrimination) | HR grievance procedure |
| Concern a child is being harmed or neglected | Follow Safeguarding / Child Protection procedures immediately |
| Formal complaint about service decisions | Agency Complaints Procedure or Children & Young People’s Complaints Procedure |
However, PIDA recognises that there are times when people feel unable to use, or have exhausted, the usual channels. In those cases whistle-blowing provides an alternative pathway.
2 | How to raise a whistle-blowing concern
- Gather the facts. Note dates, times, witnesses, documents or emails.
- Choose a reporting route. Start with someone you trust:
- Your Team Manager or Registered Manager
- A Positive Aspirations Director
- If internal routes feel unsafe or ineffective:
- Contact the child’s Local Authority Designated Officer (LADO).
- Use the LA or OFSTED whistle-blowing line.
- Call the NSPCC Whistleblowing Advice Line – 0800 028 0285 (for safeguarding concerns).
- State clearly that you are making a disclosure under the Public Interest Disclosure Act.
- Keep a record of when, to whom and what you reported.
You do not have to prove the wrongdoing—only to hold a reasonable belief that it is true.
3 | Confidentiality and protection
- The agency will treat your identity as confidential unless disclosure is unavoidable (e.g., for a police inquiry).
- You will not suffer victimisation, dismissal or other detriment for a protected disclosure. Any retaliation should itself be reported as a further whistle-blowing concern.
- Malicious or knowingly false allegations are not protected and may lead to disciplinary action.
4 | Follow-up and feedback
The manager or external body receiving the disclosure will:
- Log the concern and acknowledge receipt.
- Decide whether it falls under whistle-blowing, safeguarding or complaints procedures.
- Investigate or refer on; you may be asked for further information.
- Provide you with a summary of actions taken, within the limits of confidentiality.
5 | Culture of openness
We all share responsibility for ensuring children’s safety and organisational integrity. Raising concerns early often prevents harm and protects Positive Aspirations’ reputation. Supervisors are expected to foster an environment where questions are welcomed and learning replaces blame.
If you are ever unsure where an issue fits—safeguarding, grievance, complaint or whistle-blowing—ask your Supervising Social Worker, Team Manager or a Director for guidance.
For detailed steps, phone numbers and external contacts, read the Whistle-blowing Policy available on the secure portal or request a copy from Support Services.
