Whistleblowing Policy

RD1 wants employees, workers, and candidates to feel able to raise genuine concerns about malpractice, risk, or wrongdoing without fear of reprisal. This policy reflects the protections available under the Public Interest Disclosure Act 1998 (as incorporated into the Employment Rights Act 1996).

A concern is covered by this policy where the person reasonably believes it is in the public interest and shows one or more of: a criminal offence, breach of a legal obligation, miscarriage of justice, danger to health and safety, damage to the environment, or the deliberate concealment of any of these. This includes concerns about how RD1 sources, screens, or places candidates, how client or candidate data is handled, or how CallPilot's automated screening is used.

Concerns can be raised, in the first instance, with a Director, or in writing to accounts@rd1.co.uk marked for the attention of the Directors. Concerns can be raised verbally or in writing and, where possible, will be treated confidentially — RD1 will not disclose the identity of the person raising a concern without their consent, unless required by law.

RD1 will acknowledge receipt within 5 working days, assess whether the matter falls within this policy, and carry out a proportionate investigation. The person raising the concern will be told the outcome so far as is appropriate and lawful, though the details of any resulting disciplinary action will remain confidential to the individuals involved.

No one who raises a genuine concern in good faith under this policy will be subjected to any detriment, victimisation, or dismissal as a result, even if the concern turns out to be mistaken. Deliberately false or malicious allegations are treated as a disciplinary matter.

The Directors are responsible for the operation of this policy and for ensuring concerns are dealt with fairly, promptly, and confidentially.