Whistleblowing Policy

6) How to report actual or suspected serious misconduct

6.1 An employee or any other person who wishes to report any suspected serious misconduct (“a disclosure”) to the Trust should contact the Trust either by:

Email:  BCTWhistleblowing@birminghamchildrenstrust.co.uk

Post: Whistleblowing c/o The Head of Human Resources
Birmingham Children’s Trust
PO BOX 15992
Birmingham
B2 2UQ

Tel: 0121 303 4628 

setting out the following information:

Name (unless they wish to be anonymous)

• Contact details (unless they wish to be anonymous)
• Who has committed the alleged serious misconduct?
• What is the nature of the alleged serious misconduct?
• Is the person making a disclosure employed by Birmingham Children’s Trust?
• Is the person a service user/member of the public?

If, however, your disclosure relates to the HR Service (including the Head of HR) you

should contact the Trust either by:

Email:  bctcompany@birminghamchildrenstrust.co.uk

Post: Whistleblowing c/o The Company Secretary
Birmingham Children’s Trust
PO BOX 17363
Birmingham

6.2 Trust employees are also entitled to make a protected disclosure through their manager, if they feel confident in approaching their manager to report a disclosure of serious misconduct that falls under this policy. The manager must follow the obligation of confidentiality, but must, as soon as possible, and no later than 2 working days after receiving the protected disclosure, log the disclosure in accordance with 6.1 above, and then confirm to the employee concerned, in writing or email, that this matter has been recorded.

6.3 A disclosure that relates to members of the Birmingham Children’s Trust Board, or the full Executive Team (the Trust Chief Executive, the Director of Practice, the Director of Finance & Resources, and the Director of Commissioning & Corporate Parenting), or the Trust Chief Executive, will be considered by the Chair of Birmingham Children’s Trust.

A disclosure that relates to the Director of Practice, the Director of Finance & Resources or the Director of Commissioning & Corporate Parenting will be considered by the Chief Executive of the Trust.  Any disclosure that relates to the Chair of the Trust will be considered by the DfE, whilst the DfE direction remains in place, or by the City Council once the direction has been removed.

Any of the above disclosures would be brought to the attention of Birmingham City Council.

The above disclosures should be submitted via the Trust Head of HR.

6.4  In the event that an employee or any other person does not feel comfortable in making a disclosure to the Trust, they are entitled to make a protected disclosure to a number of other organisations. For further information as to whom, other than the Trust, a protected disclosure can made, see THIS LINK.