RODMENA Speak-Up
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Guidance

Your protection

Speaking up should never cost you. Our policy forbids retaliation, and the law gives you rights of your own.

Our promise: no retaliation

Our Whistleblowing / Speak-Up Policy is clear: retaliation against anyone who raises a concern in good faith is itself a breach of the policy and is treated as serious misconduct, whoever is responsible.

Retaliation includes being excluded, threatened, given worse work, passed over, disciplined without cause, or pressured to withdraw your concern. If anything like this happens, tell us through this portal with a new report that quotes your original reference. If it involves the Director, use an external route.

Your legal rights

When a worker makes a protected disclosure — a qualifying disclosure made in a way the law recognises, which includes raising it with us through this channel — the Employment Rights Act 1996 gives them these rights.

  • No detriment

    Workers have the right not to be treated worse — for example denied work, a pay rise or promotion, disciplined, or bullied — because they made a protected disclosure. That includes treatment by colleagues, and the employer is responsible unless it took all reasonable steps to prevent it.

  • No dismissal

    Dismissing an employee because they made a protected disclosure is automatically unfair. There is no minimum length of service for this protection.

  • Not just employees

    For whistleblowing, the law’s definition of “worker” is wider than usual and includes agency workers, some contractors and trainees.

  • No gagging clauses

    Any term in an agreement, including a settlement agreement, is void in so far as it tries to stop a worker making a protected disclosure.

Confidential and anonymous are different

Confidential (this portal)

You give your name, and we protect it. The people handling your concern see who you are; if you ask us to protect your identity we will not reveal it to anyone else who does not strictly need to know, as far as the law allows. Because we can talk to you, we can usually investigate further and keep you updated.

Anonymous (external routes)

Nobody knows who you are. You can report anonymously to a prescribed body, but they may not be able to take it further without more information, and it can be harder later to show that unfair treatment was because you spoke up. Protect can advise you on the best route.

We are honest about this: the portal checks that you work at RODMENA by emailing your work address, so it cannot be anonymous. See anonymous routes.

What we will not do

  • Reveal who raised a concern, when they asked us to protect their identity, to anyone who does not strictly need to know, unless the law requires it.
  • Share your identity with the person your concern is about without your agreement, unless the law requires it.
  • Ask you to sign anything that stops you making a protected disclosure.
  • Treat you less favourably for raising a concern in good faith that turns out to be mistaken.

Ready to raise a concern?

It takes about ten minutes. You verify your work email, describe what happened, and we take it from there.

Raise a concern Other ways to raise it