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Club News

External Whistleblowing Policy

22 April 2019

About this policy

All of us at Sheffield United FC must conduct our activities to the highest standards, and for the vast majority of the time, we do, but occasionally things may go wrong.

At some point whilst visiting or interacting with representatives from Sheffield United FC you may experience or witness dishonest or unethical behaviour, Safeguarding issues, corruption, health and safety breaches, harassment, bullying or other forms of wrongdoing.

As an organisation we are committed to ensuring best practice to make Sheffield United a Club which we are all proud to be a part of, a commitment that is underpinned by our internal policies, procedures and Codes of Conduct.

You can help the company in the prevention of unethical practices by reporting any suspicions of malpractice to either our confidential e-mail account or by letter at the address stated below. You can send us notification of a concern at any time.

Strictly Private & Confidential
Head of HR
Sheffield United Football Club
Bramall Lane
S2 4SU

The account is only visible to an appropriate designated person at the Club who will read your concerns and decide how to best proceed ensuring that all matters are treated seriously and are fully investigated. All e-mails are treated with the utmost confidentiality, should you wish for whatever reason, not to disclose your name.

This policy will be used in conjunction with other policies and legislation guidelines such as the Sexual Offences Act 2003 and the Equality Act 2010. Support may be sought to external agencies such as 'LADO' Local Authority Designated Officer and 'DBS' Disclosure and Barring Services.

The aims of this policy are:

To encourage our supporters or visitors to report suspected wrongdoing as soon as possible, in the knowledge that their concerns will be taken seriously and investigated as appropriate, and that their confidentiality will be respected.

Personnel responsible for the policy

The Head of HR has overall responsibility for this Policy and may engage the support of the Chief Executive Officer where concerns and investigations need to be escalated.

What is whistleblowing?

Whistleblowing is the disclosure of information which relates to suspected wrongdoing or dangers at work.
This may include:

  • criminal activity
  • failure to comply with any legal or professional obligation or regulatory requirements
  • miscarriages of justice
  • danger to health and safety
  • damage to the environment
  • bribery
  • financial fraud or mismanagement
  • negligence
  • breach of our Club policies and procedures
  • conduct likely to damage our reputation
  • unauthorised disclosure of confidential information
  • safeguarding breaches/li>
  • the deliberate concealment of any of the above matters

A whistle-blower is a person who raises a genuine concern relating to any of the above. If you have any genuine concerns related to suspected wrongdoing or danger affecting any of our activities (a whistleblowing concern) you should report it under this policy.

Raising a concern

You should first send your concerns either to the inbox or via letter to the address detailed above. You should state if you would be willing to be contacted to discuss your concerns further, if you are happy to do so please confirm this and you will be provided with a response. If you would like to raise the concern but do not wish to be contacted and or your name not be used during investigations, please state this in your message.

The club will endeavour to acknowledge receipt of any contact within 48 hours and will aim to respond within 14 days. If the relevant member of staff is absent for leave, illness or maternity, every reasonable effort will be made for an informed colleague to respond in the agreed period of time.

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