Montala champions a culture of openness, accountability, and the highest ethical standards. Under the Public Interest Disclosure Act 1998, we ensure that employees who raise concerns in good faith about illegal, unethical, or unsafe practices are protected from victimisation. This includes issues such as unlawful conduct, health and safety risks, financial malpractice, and discrimination.
Raising a Concern
If you have a concern, please raise it in writing with the HR Manager. Written concerns help us understand the situation clearly and investigate effectively. You may choose to remain anonymous; however, providing your identity may help us resolve the matter more thoroughly. We will take all reasonable steps to protect your confidentiality and will only disclose your identity if absolutely necessary and with your knowledge.
Protection from Retaliation
Montala strictly prohibits any form of retaliation against individuals who report concerns in good faith. This includes dismissal, demotion, harassment, exclusion, threats, or any adverse treatment. Retaliation is considered a serious breach of this policy and is subject to disciplinary action, up to and including dismissal.
If a whistleblower experiences or suspects retaliation, they are encouraged to report it immediately to either the HR Manager or directly to the Trustees, who will investigate the matter with urgency and discretion.
Consequences for Retaliation
Any employee, manager, or stakeholder found to have retaliated against a whistleblower will face formal disciplinary proceedings, which may result in sanctions including written warnings, suspension, or termination of employment or contract. Montala maintains a zero-tolerance approach to retaliation to foster a safe environment for speaking up.
Mechanisms for Whistleblower Protection
To safeguard whistleblowers, Montala has implemented the following mechanisms:
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Confidential Reporting Channels: Concerns can be raised privately via the HR Manager.
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Anonymity Options: Reports may be submitted anonymously if preferred.
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Escalation Procedures: If the individual is dissatisfied with the response, the matter can be escalated internally or externally as described below.
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Oversight by Trustees: As an employee-owned company, trustees play a key oversight role in ensuring all concerns are treated fairly and free from bias.
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Monitoring and Review: Montala monitors reported cases and outcomes to continually improve whistleblower protections.
Investigation and Outcomes
All reported concerns will be taken seriously and investigated promptly, thoroughly, and impartially. If a concern is substantiated, Montala will take corrective action, which may include disciplinary measures, policy updates, or legal referral.
Escalation Options
If you are not satisfied with how your concern has been addressed:
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Criminal Matters: Concerns that suggest criminal activity should be escalated to the Police. This ensures that issues warranting legal intervention are addressed appropriately and expediently.
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To the Trustees: As Montala is employee-owned, concerns can also be escalated to the trustees. This provides an additional layer of oversight and ensures that concerns are reviewed by those with a vested interest in the ethical and transparent operation of our organisation.