Whistleblower’s Charter

1. Purpose and status

The Association encourages people to speak up when they reasonably believe that serious wrongdoing, danger or concealment may be occurring. This Charter is an Association policy. It does not guarantee that every person or disclosure qualifies for the statutory protections in the Employment Rights Act 1996 or the Public Interest Disclosure Act 1998. Statutory status depends on the person’s relationship with the organisation, the subject of the disclosure and how it is made.

2. Concerns covered

• risk of serious harm, abuse, neglect or unsafe practice;
• criminal conduct, fraud, corruption or financial impropriety;
• serious or repeated breaches of professional standards;
• unlawful discrimination, harassment or retaliation;
• deliberate concealment, destruction or falsification of relevant information;
• serious data-protection, governance or public-protection failures.

A personal employment complaint or disagreement about an individual membership decision will usually belong under the appropriate employment, grievance, complaints or appeal process. A concern may engage more than one route, and the Association will explain which process applies.

3. How to raise a concern

Concerns should normally be sent to AssociationforIEMT@gmail.com with the subject line Confidential speaking-up concern. Include the facts known, relevant dates, people or services involved, supporting material and any immediate safety risk. A person may request a confidential conversation before providing a written account.

If the concern involves the person who would normally receive it, the Association will arrange an alternative recipient or independent reviewer. Anonymous reports will be considered, although anonymity may restrict enquiries and feedback.

4. Immediate danger and external reporting

This internal route must never delay emergency action, safeguarding referrals or reporting required by law. Call 999 where there is immediate danger. Concerns may also be raised with an appropriate regulator, prescribed person, police, local authority, insurer, employer or other body when that body has jurisdiction. Anyone considering statutory whistleblowing protection may seek independent advice from a trade union, solicitor or Protect.

5. Confidentiality and information sharing

The Association will restrict information to those who need it for assessment, protection, investigation or legal compliance. Confidentiality will be respected but cannot be promised absolutely where disclosure is necessary to address serious risk, comply with law or provide a fair process to a person affected by an allegation. Information will be shared on a lawful, necessary and proportionate basis.

6. Non-retaliation

No person should suffer intimidation, exclusion, threats, adverse membership treatment or other retaliation for raising a concern honestly and on reasonable grounds, participating in an enquiry or seeking advice. Allegations that are not substantiated will not, by themselves, justify action against the reporter. Deliberately false reports or evidence may be addressed under the relevant conduct process, but error, uncertainty or lack of proof is not dishonesty.

7. Assessment and response

1. The concern is acknowledged and screened for immediate safety, safeguarding, conflicts and jurisdiction.
2. An appropriate reviewer decides whether fact-finding, referral, interim protection or another policy route is required.
3. Records distinguish allegations, evidence, interim measures and final findings.
4. The reporter receives appropriate progress information where confidentiality and fairness permit.
5. Outcomes and learning are recorded, with proportionate corrective action where needed.

Interim measures are protective and do not imply guilt. Disciplinary findings and sanctions follow the Membership Disciplinary Policy, including appeal safeguards.

8. Records, review and related policies

Records will be accurate, access-controlled and retained only as long as justified. This Charter should be read with the Safeguarding Policy, Data Protection and Online Privacy Policy, Member Grievance Policy, Complaints process and outcome-notification policy.

Policy owner: The Association for IEMT Practitioners Ltd. Review following material legal, regulatory or operational change, and otherwise at least every two years.