Tabitha Care Group
Tabitha Care Group is committed to maintaining the highest standards of care, integrity, openness, and professionalism in all aspects of its work, in line with the Duty of Candour. The safety, dignity, and wellbeing of people who use our services are paramount at all times. We recognise that staff may sometimes find it difficult to raise concerns about the actions or practices of colleagues or managers; however, failure to do so may place individuals at risk and could have serious consequences for service users, staff, and the organisation.
Tabitha Care Group actively promotes a culture of openness and transparency and encourages honest communication with employees, service users, professionals, and partner organisations. We recognise that staff are often the first to identify concerns relating to unsafe practice, poor care, unlawful activity, or organisational failings. We understand that staff may fear victimisation, harassment, loss of hours, or damage to working relationships; therefore, we operate a zero-tolerance approach to any form of retaliation against whistleblowers.
Any individual raising a genuine concern in good faith will be supported and protected in accordance with the Public Interest Disclosure Act 1998 (PIDA). No employee will suffer dismissal, disciplinary action, loss or reduction of hours, changes to working patterns, or any other detriment as a result of raising a concern. Where possible, concerns may be raised confidentially. Tabitha Care Group is committed to following not only whistleblowing legislation but also best practice guidance from the NHS, local authorities, and the Care Quality Commission.
Procedure
All staff have a professional duty to raise concerns about inappropriate behaviour, unlawful conduct, poor practice, or any situation that may compromise the quality or safety of care. This policy provides a framework to raise concerns where wrongdoing has occurred, is occurring, or is likely to occur. Qualifying disclosures may include, but are not limited to, unsafe care practices, unsafe working conditions, inadequate induction or training, failure to respond appropriately to incidents, suspected fraud, environmental damage, bullying cultures, unsafe staffing levels, falsification of records including timesheets, visit logs, MAR charts or care records, failure to investigate allegations of abuse, physical, verbal or sexual abuse, and breaches of data protection legislation.
Step 1: Staff are encouraged, where appropriate, to raise concerns verbally or in writing with their line manager as soon as the issue arises. Concerns will be treated confidentially wherever possible, and staff will be informed if confidentiality cannot be maintained, for example in safeguarding matters.
Step 2: If the concern relates to the line manager, or if the staff member feels unable to raise the issue at that level, or believes appropriate action has not been taken, the concern must be escalated to the Registered Manager.
Step 3: If the staff member believes the concern will not be handled appropriately by Tabitha Care Group, they may raise the concern directly with the Care Quality Commission. The CQC will not disclose the individual’s identity without consent unless legally required, particularly where a child or vulnerable adult may be at risk.
Support
Staff may seek free, independent, and confidential advice prior to raising a concern from recognised whistleblowing support services such as the NHS and Social Care Whistleblowing Helpline or Public Concern at Work.
Investigation
The Registered Manager, in consultation with the Directors of Tabitha Care Group, will determine the nature and scope of any investigation. Where appropriate, external agencies such as Adult Social Care, auditors, or the Police will be involved, particularly where there is evidence of criminal activity.
Responsibility
Overall responsibility for managing whistleblowing concerns rests with the Registered Manager. Where concerns relate to the Registered Manager, they must be escalated to the Director and Nominated Individual. Where concerns involve senior leadership or governance arrangements, staff may contact the CQC directly.
Safeguarding and Protected Disclosures
Any safeguarding concerns will be managed in line with local authority safeguarding procedures. Where concerns relate to the conduct of management, referrals will be made directly to the relevant Adult Safeguarding Team, who will coordinate involvement with other agencies as required.
Timescales and Records
Concerns will be acknowledged within agreed timescales. The investigating officer will be identified, and indicative timescales will be provided. Where possible, feedback will be given to the individual who raised the concern. Records will be maintained in line with governance, data protection, and best practice requirements.
False Allegations
All whistleblowing concerns will be investigated thoroughly. Allegations found to be malicious or made in bad faith may result in disciplinary action. No employee will be disciplined for raising a genuine concern in accordance with this policy.
Bullying and Harassment
Tabitha Care Group will take proactive steps to prevent bullying or harassment of whistleblowers by embedding a culture of openness, communicating this policy clearly, providing training, and taking firm action against any individual who victimises a whistleblower.
Employment Contracts and Confidentiality
No employment contract, confidentiality clause, or agreement will prevent an individual from making a protected disclosure under PIDA. Appropriate legal and HR advice will be sought to ensure compliance.
Monitoring and Awareness
All staff will receive whistleblowing training during induction and through ongoing supervision. The effectiveness of this policy will be monitored, and concerns will be reviewed to identify themes, learning, and service improvement opportunities.
Last reviewed: 13/01/2026
Approved by:
Esther Adeniran
Registered Manager
Tabitha Care Group