WHISTLEBLOWING POLICY
1. Introduction
At Grace London, we are committed to the highest standards of integrity, honesty, and accountability. We expect our employees, volunteers, trustees, elders and all those associated with the charity to act ethically and responsibly in all their undertakings.
This Whistleblowing Policy aims to ensure that concerns about wrongdoing within Grace London can be raised without fear of reprisal and in a safe and confidential manner.
2. Purpose of the Policy
The purpose of this policy is to:
Provide a clear process for raising concerns about serious wrongdoing or malpractice.
Ensure that individuals who raise concerns are protected from retaliation or victimisation.
Encourage openness and transparency within the charity.
This policy applies to employees, volunteers, trustees, elders, contractors, and anyone associated with Grace London.
3. What is Whistleblowing?
Whistleblowing is the reporting of suspected or actual wrongdoing that affects others within or connected to the charity. It refers to the disclosure of information that relates to suspected illegal, unethical, or unsafe practices.
Examples of matters that may be raised under this policy include:
Criminal offences (such as fraud, corruption, or theft).
Misuse of charity funds or resources.
Actions that endanger the health and safety of employees, volunteers, beneficiaries, or the public.
Breach of legal or regulatory obligations.
Environmental damage.
Concealing any of the above actions.
Concerns about personal grievances, such as issues related to harassment, discrimination, or employment disputes, should be raised through Grace London’s grievance procedure.
4. Raising a Whistleblowing Concern
If you have a concern about serious wrongdoing at Grace London, you are encouraged to report it as soon as possible. We understand that raising concerns can be daunting, and we guarantee that you will not suffer any detriment for doing so.
Grace London acknowledges that individuals may wish to raise concerns anonymously. While we encourage whistleblowers to identify themselves to facilitate investigation, anonymous reports will also be taken seriously and investigated to the extent possible based on the information provided.
You can raise a concern through the following steps:
Step 1: Internal Reporting
In the first instance, please raise your concern with your line manager or supervisor. If the concern involves your line manager or supervisor or you do not feel comfortable raising it with them, you may contact (using the details set out at section 10):
The Lead Pastor of Grace London.
The Whistleblowing Team at Grace London (non-Elder Trustees & non-staff Safeguarding Coordinators).
Step 2: External Reporting (if necessary)
If you feel that the issue has not been adequately addressed or if the issue is so serious that you do not feel comfortable raising it internally, you may report your concern to one of the following external bodies:
Advance Movement UK.
Charity Commission for England and Wales.
Public Concern at Work (UK’s Whistleblowing Charity).
Regulatory bodies (e.g., Health and Safety Executive, Environment Agency).
5. Confidentiality
Grace London will handle all whistleblowing concerns in a confidential and sensitive manner. The identity of the whistleblower will not be disclosed without their consent, unless there is a legal obligation to do so (for example, during criminal investigations). If disclosure is necessary, we will notify you in advance, unless it is prohibited by law.
6. Protection Against Retaliation
Grace London is committed to ensuring that individuals who raise concerns in good faith are protected from retaliation, victimisation, or unfair treatment. This includes protection from dismissal, disciplinary action, demotion, or any form of harassment.
If you believe you are being treated unfairly or subjected to retaliation because of raising a concern, you should report this immediately to the Lead Pastor or the Whistleblowing Team who will take appropriate measures to investigate and address the issue.
Disciplinary action may be taken against anyone found to be engaging in retaliation against whistleblowers.
7. Malicious or False Allegations
While we encourage the reporting of genuine concerns, making allegations that are known to be false or malicious is a serious disciplinary offence. If it is found that an individual has deliberately made a false report, they may be subject to disciplinary action.
8. How We Will Respond
Once a concern is raised, Grace London will:
Acknowledge receipt of the concern within 5 working days.
Conduct an initial assessment to determine the appropriate course of action.
If necessary, launch an investigation to gather evidence and determine the validity of the concern.
Keep the whistleblower informed of progress, where appropriate.
Take appropriate action if wrongdoing is found, which may include disciplinary action, reporting to regulatory bodies, or making changes to charity procedures.
All investigations will be conducted sensitively fairly, thoroughly, and without bias. The individual to whom the concern relates shall not be involved in the conduct of the investigation.
All records related to whistleblowing reports, including the nature of the concern, investigation findings, and outcomes, will be maintained securely and confidentially in accordance with data protection laws.
9. Monitoring and Review
This Whistleblowing Policy will be reviewed annually by the Trustees to ensure that it remains effective and compliant with legal and regulatory requirements. Any necessary amendments will be made to ensure the ongoing protection of whistleblowers and the integrity of Grace London.
10. Contact Information
Andrew Haslam, Lead Pastor
Email: andrew@grace.londonWhistleblowing Team (non-Elder Trustees & non-staff Safeguarding Coordinators)
Email: whistleblowing@grace.london
This policy has been adopted by the Trustees on behalf of Grace London:
Tom Wheatley, Trustee
For and on behalf of Grace London
Date: 12th November 2025
Andrew Haslam, Trustee
For and on behalf of Grace London
Date: 12th November 2025