Whistleblowing
When and how to use whistleblowing procedures to report concerns about unsafe, poor, or unaddressed safeguarding practice.
Whistleblowing is when a member of staff reports wrongdoing within an organisation. This could involve health and safety issues, financial misconduct, or criminal behaviour.
The EYFS framework requires providers and childminders to have whistleblowing procedures so staff can raise concerns about poor or unsafe practice within the setting’s safeguarding arrangements.
Workers are legally protected when making whistleblowing disclosures to their employer or a prescribed person.
Why would I not just raise it as a concern?
Concerns are often raised and discussed openly, but whistleblowing procedures may be needed if:
- you believe unsafe practice in your setting is being ignored
- a safeguarding concern has not been followed up, acted on, or taken seriously
- you are worried about a colleague’s behaviour, and your concerns have not been addressed
How whistleblowing works
Every setting must have clear whistleblowing procedures, and staff should be informed about them and receive any necessary training so they know how to use them. Make sure you are familiar with your setting’s whistleblowing policy.
What if I’m still concerned?
If concerns remain after using your setting’s whistleblowing procedure, you can contact the following prescribed persons for whistleblowing:
NSPCC Whistleblowing Advice Line, 0800 028 0285. Children’s Commissioner for England – for issues involving children’s rights, welfare or interests, 020 7783 8330, email info.request@childrenscommissioner.gov.uk.
Ofsted will be a prescribed person for whistleblowing in 2027. In the meantime, you can complain to Ofsted if you feel that your setting is not meeting the regulatory requirements. See guidance on making a complaint: Complaints procedure, Ofsted, email CIE@ofsted.gov.uk.
What happens if you whistleblow?
If you are an employee (including agency or temporary workers) you are protected by law and should not be treated unfairly or lose your job because you ‘blow the whistle’ to your employer or to a prescribed person (see above).
Your employer or the prescribed person will listen to your concern and decide if action is needed. You may be asked to provide further information. You must say straight away if you do not want anyone else to know it was you who raised the concern.
Outcomes following someone whistleblowing
You will not have a say in how your concern is dealt with. Your employer or the prescribed person can keep you informed about the action they’ve taken, but they cannot give you much detail if they have to keep the confidence of other people.
A prescribed person cannot help you with your relationship with your employer.