What to report
You can report suspected exploitation, unsafe work, unlawful pay practices, bribery, discrimination, harassment, data misuse or attempts to hide wrongdoing. You do not need to investigate it yourself. Give us what you know and explain what worries you.
Whistleblowing has a specific legal meaning and protections depend on the circumstances. A personal complaint can still be raised with us, even where it is not a protected disclosure. We will route it to the appropriate process.
How to contact us
Email graftduk@gmail.com with “Concern — for a director” in the subject, or speak to your GRAFTD contact. This is our general contact mailbox, not a dedicated confidential reporting service. If the matter is sensitive, give a safe way and time to contact you and ask to speak privately before sending details.
Where possible, tell us what happened, when and where, who may be at risk and how we can safely reach you. Do not email identity documents, bank details or other unnecessary sensitive information. If you cannot identify yourself, we will still consider the information, although it may limit enquiries or updates.
What happens next
A director will assess urgency, consider safeguards, appoint someone suitable to look into the matter and explain the next steps where safe to do so. Anyone involved in the allegation should not investigate or decide their own case; we will seek independent assistance where necessary. We will keep a proportionate record, consider evidence fairly and arrange appropriate action and follow-up.
We will share information only as needed for investigation, support, legal obligations or safety. We cannot promise absolute confidentiality or anonymity. We will explain any necessary disclosure where it is safe and lawful to do so.
No retaliation
GRAFTD will not penalise someone for raising an honestly held concern or supporting an investigation, even if the concern is not substantiated. Retaliation, threats and pressure to stay silent must be reported and will be investigated. Knowingly false allegations may be addressed through a fair process; an unproven allegation is not the same as a false one.
Independent reporting and review
You do not have to report internally before seeking advice or making a lawful external disclosure. If the concern involves a director, you are uncomfortable using our mailbox or you believe it has not been properly addressed, seek independent advice from Acas, a legal adviser or the appropriate regulator. The government’s prescribed persons list helps identify the right body.
If you are unhappy with GRAFTD’s response, explain why and request a review by someone not involved in the original decision, with external support where necessary. Internal discussions do not extend legal time limits.
The directors are responsible for implementing this policy, briefing the people who need it and reviewing concerns and corrective actions. We will review it at least annually and sooner if the law, our work or an incident requires it. This policy does not replace assignment terms or limit statutory rights.
Further guidance: Whistleblowing guidance.