All of us at one time or another have concerns about what is happening at work. These concerns are usually resolved easily. But what do you do when a concern feels more serious because it is about patient exposure to poor practice or harm, possible fraud, or perhaps even danger to colleagues?

 

• The temptation may be to keep quiet, thinking that “it may be none of my business” or that it is only a suspicion and you don’t want to get anyone into trouble. 
• You might feel that raising the matter would be disloyal to your colleagues or the Trust itself. 
• You might have even raised it with your manager but nothing has been done about it and the problem persists. 

 

Any concern regarding patient care that is not addressed is contrary to the Trust’s vision to put the patient first and delivering outstanding compassionate care to the communities we serve. 

 

CHFT has been working with leading whistleblowing charity “Public Concern at Work”.  Part of this work has involved producing a new policy to replace the existing Freedom of Speech Policy.

 

The Raising Concerns (including whistleblowing) Policy should reassure colleagues it is both safe and acceptable to speak up and to encourage you to report any concerns you may have and in the right way.  

 

The Policy is available on the intranet and can be accessed via the Raising Concerns button (down the right hand side) or through the policies page.  Alternatively, ask your manager or your trade union representative for a copy.

 

The key features of the Policy are as follows:-

 

• It is primarily for concerns where the public interest is at risk.  This means the concern must affect others e.g. a risk to the wider public, patients, employees or the Trust itself
• It links in to other Trust policies which may be more appropriate in dealing with certain issues.
• It offers colleagues reassurance that they will not suffer any repercussions for raising a genuine concern.
• It gives staff a 3-step approach for raising concerns internally:

 

Step 1 – Immediate line manager

Step 2 – General Manager, ADD or Divisional Director

Step 3 – Freedom to Speak Up Guardian

 

There is also a range of other people at Director level that can be contacted.

 

It sets out clearly how the Trust will handle matters raised, from acknowledging the concern through to giving feedback on the outcome.

 

It gives details of the Independent NHS helpline for colleagues seeking independent advice (0800 724725) and outlines where external contacts can be utilised.