- Policy Statement
Rewardrite Limited is committed to the highest standards of integrity, transparency, and accountability in all aspects of its operations. We encourage a culture where concerns about suspected wrongdoing or unlawful conduct can be raised without fear of retaliation. This Whistleblower Protection Policy is designed to ensure that individuals can report concerns in good faith, and be protected from any detriment for doing so.
- Purpose
The purpose of this policy is to:
- Provide a clear process for reporting concerns related to wrongdoing or malpractice.
- Protect whistleblowers from retaliation or detrimental treatment.
- Ensure that concerns are dealt with in a fair, prompt, and effective manner.
- Support compliance with the UK Public Interest Disclosure Act 1998 (PIDA).
- Scope
This policy applies to all employees, workers, contractors, temporary staff, suppliers, and any other individual associated with Rewardrite Limited. It also applies to workers placed at client companies through our services.
- What Can Be Reported
You may raise concerns if you reasonably believe that one of the following has occurred, is occurring, or is likely to occur:
- Criminal offence or failure to comply with a legal obligation
- Miscarriage of justice
- Danger to health and safety
- Environmental damage
- Bribery, fraud, or corruption
- Breach of internal company policies or professional conduct
- Attempts to conceal any of the above
The disclosure must be in the public interest and not made for personal gain.
- Reporting Process
Concerns should be raised as soon as possible. You may report in writing or verbally to the Legal Compliance Department at legal@rewardrite.co.uk.
If the concern relates to the designated officer, it can be escalated to another senior manager or the Managing Director.
You may also report anonymously, although anonymity may limit the company’s ability to investigate fully.
- Confidentiality
All concerns raised under this policy will be treated in strict confidence. Your identity will not be disclosed without your consent unless required by law. We are committed to protecting the confidentiality of whistleblowers wherever possible.
- Protection from Retaliation
Anyone who raises a concern under this policy in good faith will not be subject to any retaliation, detriment, dismissal, or other disadvantage. This protection applies even if the concern turns out to be mistaken.
Victimisation of a whistleblower will be treated as a disciplinary offence and may result in dismissal.
- Investigation Process
Once a concern is raised, the company will:
- Acknowledge receipt of the concern.
- Conduct a preliminary assessment to determine the appropriate course of action.
- Where necessary, carry out a formal investigation, which may include interviews, document reviews, and consultation with legal or external advisors.
- Keep the whistleblower informed of progress (as appropriate).
- Conclude the investigation with appropriate actions or recommendations.
- False or Malicious Allegations
Whistleblowers are expected to act in good faith. Making a deliberately false or malicious allegation is a serious disciplinary matter and may result in disciplinary action.
- External Disclosure
While internal reporting is encouraged, individuals have the right to make disclosures to certain prescribed bodies such as the Health and Safety Executive, the Financial Conduct Authority, or HMRC, provided the disclosure is protected under the law and meets specific criteria.
- Training and Awareness
All employees and workers will receive training on whistleblowing procedures and protections. The policy will be available on the company’s internal systems and included in onboarding materials.
- Review and Monitoring
This policy will be reviewed annually or in response to changes in legislation or company practices. All whistleblowing reports and outcomes will be monitored and recorded confidentially by HR or the Legal Compliance Department.
Last Updated: April 2025