Guidance
What to report
If you reasonably believe something wrong is happening at RODMENA, we want to know. Here is what this channel is for, and what the law protects.
The kinds of wrongdoing the law protects
UK whistleblowing law (Part IVA of the Employment Rights Act 1996, added by the Public Interest Disclosure Act 1998) protects workers who disclose information that they reasonably believe is in the public interest and tends to show one or more of the following. It does not matter whether it happened in the UK or abroad.
A criminal offence
For example fraud, theft, bribery or false accounting.A breach of a legal obligation
Failing to comply with the law or another legal duty, such as data protection, employment, export control or regulatory requirements.A miscarriage of justice
Something that could lead to the wrong outcome in a legal process, such as destroying or altering evidence.Danger to health or safety
Anything that puts a colleague, customer or member of the public at risk of harm.Sexual harassment
Unwanted conduct of a sexual nature that has happened, is happening or is likely to happen.Damage to the environment
For example pollution, or unlawful disposal of equipment or waste.Covering any of these up
Deliberately concealing information about any of the above is itself something to report.
What this can look like here
We build and run software that customers trust with their data. Concerns we would want to hear about include:
- Someone shares customer or employee personal data without a lawful reason
- A security incident is hidden from customers, the Director or a regulator
- Code, tests or audit evidence are faked to pass a customer’s or certifier’s check
- Gifts, hospitality or payments are offered or accepted to win or keep business
- A supplier appears to use forced or exploited labour
- Expenses, invoices or timesheets are falsified
- Someone is bullied, harassed or discriminated against
- Safety is ignored in an office, at a customer site or while travelling for work
We also want to hear about breaches of our own published policies, such as those on information security, anti-bribery, modern slavery, equality and conflicts of interest, even where you are not sure the law has been broken. Our Speak-Up Policy sets out what it covers.
Reasonable belief: what it does and does not mean
When a grievance is the better route
Whistleblowing law does not cover personal grievances, such as a dispute about your own pay, workload or a decision about you, unless your case is also in the public interest. Those are best raised as a grievance, where they can be resolved properly.
Some concerns are both. If you are being harassed or discriminated against, or something that happened to you is also happening to others, you can use Speak-Up. If you are unsure which route fits, choose Speak-Up and we will tell you if another process is more suitable.
Ready to raise a concern?
It takes about ten minutes. You verify your work email, describe what happened, and we take it from there.