Whistleblowing and Speak-Up Policy

This policy supports employees, workers, contractors, agency staff, trainees and other people protected by applicable whistleblowing law. Suppliers and customers may also use the route to raise a genuine concern, although their statutory status depends on the circumstances.

Concerns may include criminal offences; bribery, fraud or tax evasion facilitation; danger to health and safety; environmental damage; sanctions or export-control breaches; miscarriage of justice; breach of a legal obligation; data or cyber-security wrongdoing; or deliberate concealment of such matters. Personal employment grievances are normally handled through the appropriate grievance route unless they also involve a public-interest concern.

A report does not need proof, but it must be made honestly with the information available.

Raise a concern with Darren Waggott, Director, or email [email protected] and mark the message confidential. If the concern involves the director or the reporter reasonably believes the internal route is unsuitable, they may contact an appropriate prescribed person, regulator, professional adviser, law-enforcement body or emergency service.

Provide what is known: the conduct, dates, people or organisations involved, potential impact and location of supporting records. Do not unlawfully access systems, remove original evidence, endanger anyone or breach another person's privacy to investigate.

Anonymous reports will be considered, but anonymity can restrict questions, feedback and protection. Confidentiality will be preserved as far as reasonably possible and lawful.

Reports are logged securely, screened for immediate risk and assigned to a person without a material conflict. The response may include protective action, fact finding, independent advice, referral or a decision that another procedure is more appropriate. Information is shared only where needed.

No worker may be dismissed, disadvantaged, threatened or subjected to retaliation for making a qualifying protected disclosure. Retaliation concerns must be reported immediately. Knowingly false or malicious allegations may be addressed under applicable conduct procedures, but an honestly mistaken concern is not misconduct.

Where possible, the reporter will receive acknowledgement and appropriate progress or outcome information, subject to privacy, legal privilege and the rights of others.

No confidentiality, NDA, non-circumvention or settlement term issued by The Mining Shop UK Limited is intended to prevent a protected disclosure, a lawful report to a regulator or law-enforcement body, obtaining legal advice, cooperating with an investigation or giving evidence required by law. Confidential commercial information should not otherwise be disclosed more widely than necessary.

Whistleblowing records are retained securely and personal data is handled under the Privacy Policy. Themes and corrective actions are reviewed without exposing reporters unnecessarily.

This policy is reviewed after a material case, legal change or evidence that the reporting route is ineffective, and at least annually.