Allegations against staff and whistleblowing

Learning outcomes

• Distinguish an allegation meeting the harm threshold from a low-level concern
• Report a concern about a colleague to the right person within the right timescale
• Describe the role of the LADO
• Explain the protection whistleblowers have under the Public Interest Disclosure Act 1998

Module 1 of 3

The harm threshold

An allegation must be referred to the Local Authority Designated Officer where a person has behaved in a way that has harmed or may have harmed a child, possibly committed a criminal offence against a child, behaved towards a child in a way that indicates they may pose a risk of harm, or behaved in a way in their personal life that indicates they may pose a risk to children.

Referral to the LADO is required within one working day. It is not a judgement of guilt; it is a co-ordination step that protects children and the accused person alike.

Module 2 of 3

Low-level concerns

Behaviour that does not meet the harm threshold still matters: over-familiarity, giving personal gifts, favouritism, unnecessary physical contact, meeting a child outside work, or humour that belittles. Recorded and reviewed, these build a picture that prevents serious harm later.

A culture where low-level concerns are welcomed rather than punished is one of the strongest protective factors an organisation can have. If you are unsure whether something counts, report it and let the manager decide.

Module 3 of 3

Whistleblowing

If you raise a concern in the public interest and your employer fails to act, you may take it to a prescribed person such as Ofsted or the CQC. The Public Interest Disclosure Act 1998 makes it unlawful to dismiss or victimise you for doing so.

You do not need to be right. You need to hold a reasonable belief that wrongdoing is happening, has happened, or is likely to happen.