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Hygen Energy Limited


  1. About this policy
    1. We are committed to conducting our business with honesty and integrity, and we
      expect all staff to maintain high standards. However, all organisations face the risk
      of things going wrong from time to time, or of unknowingly harbouring illegal or
      unethical conduct. A culture of openness and accountability is essential in order to
      prevent such situations occurring and to address them when they do occur.
    2. The purpose of this policy is:
      (a) To encourage staff 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.
      (b) To provide staff with guidance as to how to raise those concerns.
      (c) To reassure staff that they should be able to raise genuine concerns without
      fear of reprisals, even if they turn out to be mistaken.
    3. This policy has been implemented following consultation with the Board.
    4. This policy does not form part of any contract of employment or other contract to
      provide services, and we may amend it at any time following consultation with the Board.
  2. Who does this policy apply to?
    1. This policy applies to all employees, officers, consultants, self-employed
      contractors, casual workers, agency workers, volunteers and interns.
  3. Who is responsible for this policy?
    1. The board of directors (the Board) has overall responsibility for the effective
      operation of this policy, and for reviewing the effectiveness of actions taken in
      response to concerns raised under this policy.
    2. The HR Manager has day-to-day operational responsibility for this policy and you
      should refer any questions about this policy to them in the first instance. The HR
      Manager must ensure that regular and appropriate training is provided to all
      managers and other staff who may deal with concerns or investigations under this
    3. This policy is reviewed at least annually by the Group General Counsel in
      conjunction with the Board.
    4. All staff are responsible for the success of this policy and should ensure that they
      use it to disclose any suspected danger or wrongdoing. Staff are invited to comment
      on this policy and suggest ways in which it might be improved. Comments,
      suggestions and queries should be addressed to the Group General Counsel who
      will involve the Board where appropriate.
  4. What is whistleblowing?
    1. Whistleblowing is the disclosure of information which relates to suspected
      wrongdoing or dangers at work. This may include:
      (a) criminal activity;
      (b) failure to comply with any legal or professional obligation or regulatory
      (c) miscarriages of justice;
      (d) danger to health and safety;
      (e) damage to the environment;
      (f) bribery under our Anti-corruption and Bribery Policy;
      (g) facilitating tax evasion;
      (h) financial fraud or mismanagement;
      (i) breach of our internal policies and procedures;
      (j) conduct likely to damage our reputation or financial wellbeing;
      (k) unauthorised disclosure of confidential information;
      (l) negligence;
      (m) the deliberate concealment of any of the above matters.
    2. A whistleblower 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.
    3. This policy should not be used for complaints relating to your own personal
      circumstances, such as the way you have been treated at work. In those cases you
      should use the Grievance Procedure or Anti-harassment and Bullying Policy as
    4. If a complaint relates to your own personal circumstances but you also have wider
      concerns regarding one of the areas set out at paragraph 4.1 above (for example, a
      breach of our internal policies), you should discuss with the HR Manager or Group
      General Counsel which route is the most appropriate.
    5. If you are uncertain whether something is within the scope of this policy you should
      seek advice from HR Manager or Group General Counsel, whose contact details
      are at the end of this policy.
  5. Raising a whistleblowing concern
    1. We hope that in many cases you will be able to raise any concerns with your line
      manager or the HR Manager. You may tell them in person or put the matter in
      writing if you prefer. They may be able to agree a way of resolving your concern
      quickly and effectively. In some cases they may refer the matter to the HR Manager
      or Group General Counsel.
    2. However, where the matter is more serious, or you feel that your line manager or
      the HR Manager has not addressed your concern, or you prefer not to raise it with
      them for any reason, you should contact one of the following:
      (a) The HR Manager.
      (b) The Group General Counsel.
      Contact details are set out at the end of this policy.
    3. We will arrange a meeting with you as soon as possible to discuss your concern.
      You may bring a colleague or union representative to any meetings under this
      policy. Your companion must respect the confidentiality of your disclosure and any
      subsequent investigation.
    4. We will take down a written summary of your concern and provide you with a copy
      after the meeting. We will also aim to give you an indication of how we propose to
      deal with the matter.
  6. Confidentiality
    1. We hope that staff will feel able to voice whistleblowing concerns openly under this
      policy. However, if you want to raise your concern confidentially, we will make every
      effort to keep your identity secret. If it is necessary for anyone investigating your
      concern to know your identity, we will discuss this with you.
    2. We do not encourage staff to make disclosures anonymously, although we will
      make every effort to investigate anonymous disclosures. You should be aware that proper investigation may be more difficult or impossible if we cannot obtain further information from you. It is also more difficult to establish whether any allegations are credible. Whistleblowers who are concerned about possible reprisals if their identity is revealed should come forward to the HR Manager or Group General Counsel or one of the other contact points listed in paragraph 5 and appropriate measures can then be taken to preserve confidentiality. If you are in any doubt, you can seek advice from Protect, the independent whistleblowing charity, who offer a confidential helpline. Their contact details are at the end of this policy.
  7. Investigation and outcome
    1. Once you have raised a concern, we will carry out an initial assessment to
      determine the scope of any investigation. We will inform you of the outcome of our
      assessment. You may be required to attend additional meetings in order to provide
      further information.
    2. In some cases we may appoint an investigator or team of investigators including
      staff with relevant experience of investigations or specialist knowledge of the subject
      matter. The investigator (or investigators) may make recommendations for change
      to enable us to minimise the risk of future wrongdoing.
    3. We will aim to keep you informed of the progress of the investigation and its likely
      timescale. However, sometimes the need for confidentiality may prevent us giving
      you specific details of the investigation, an outcome or any disciplinary action taken
      as a result. You should treat any information about the investigation as confidential.
    4. If we conclude that a whistleblower has made false allegations maliciously, the
      whistleblower will be subject to disciplinary action.
  8. If you are not satisfied
    1. While we cannot always guarantee the outcome you are seeking, we will try to deal
      with your concern fairly and in an appropriate way. By using this policy, you can help
      us to achieve this.
    2. If you are not happy with the way in which your concern has been handled, you can
      raise it with one of the other key contacts in paragraph 5 . Alternatively, you may
      contact the Group General Counsel or our external auditors. Contact details are set
      out at the end of this policy.
  9. External disclosures
    1. The aim of this policy is to provide an internal mechanism for reporting, investigating
      and remedying any wrongdoing in the workplace. In most cases you should not find
      it necessary to alert anyone externally.
    2. The law recognises that in some circumstances it may be appropriate for you to
      report your concerns to an external body such as a regulator. It will very rarely if
      ever be appropriate to alert the media. We strongly encourage you to seek advice
      before reporting a concern to anyone external. The independent whistleblowing
      charity, Protect, operates a confidential helpline. They also have a list of prescribed
      regulators for reporting certain types of concern. Their contact details are at the end
      of this policy.
    3. Whistleblowing concerns usually relate to the conduct of our staff, but they may
      sometimes relate to the actions of a third party, such as customers, suppliers or
      service providers. In some circumstances the law will protect you if you raise the
      matter with the third party directly. However, we encourage you to report such
      concerns internally first, in line with this policy. You should contact your line
      manager or the HR Department or one of the other individuals set out in paragraph
      5 for guidance.
  10. Protection and support for whistleblowers
    1. It is understandable that whistleblowers are sometimes worried about possible
      repercussions. We aim to encourage openness and will support staff who raise
      genuine concerns under this policy, even if they turn out to be mistaken.
    2. Whistleblowers must not suffer any detrimental treatment as a result of raising a
      concern. Detrimental treatment includes dismissal, disciplinary action, threats or
      other unfavourable treatment connected with raising a concern. If you believe that
      you have suffered any such treatment, you should inform the HR Manager or your
      line manager or the HR Department immediately. If the matter is not remedied you
      should raise it formally using our Grievance Procedure.
    3. You must not threaten or retaliate against whistleblowers in any way. If you are
      involved in such conduct you may be subject to disciplinary action. In some cases,
      the whistleblower could have a right to sue you personally for compensation in an
      employment tribunal.
  11. Contacts
    1. Group General CounselRichard Solomon
      0282566 3066
    2. EMPLOYER’S external auditors
      Grant Thornton
    3. Protect
      (Independent whistleblowing charity)
      Helpline: 020 3117 2520