MOVEMENTS
Whistleblowing Policy
Movements Group Limited trading as Movements
1. Our Commitment
At Movements, we are committed to maintaining a safe, inclusive, respectful and honest environment for everyone in our studio community.
We want all employees, instructors, contractors, clients, members and visitors to feel confident speaking up if they see, hear or experience something that does not seem right.
We take all concerns seriously and are committed to handling them fairly, sensitively and with appropriate confidentiality.
We believe that speaking up helps us protect the wellbeing of our community and maintain the professional standards and values of Movements.
2. What Is Whistleblowing?
Whistleblowing involves raising a concern about suspected wrongdoing, misconduct or unsafe practices within an organisation.
This may include:
Illegal activity or breaches of the law.
Fraud, dishonesty or financial misconduct.
Serious breaches of studio policies or professional standards.
Health and safety risks affecting employees, instructors, clients or visitors.
Serious safeguarding concerns involving children or vulnerable adults.
Discrimination, harassment or bullying where the circumstances indicate a wider public interest concern.
Serious misuse of company funds, equipment or resources.
Attempts to conceal wrongdoing.
Concerns may relate to the actions of employees, instructors, managers, contractors, clients, members or anyone acting on behalf of Movements.
Not all complaints qualify as protected whistleblowing disclosures under UK law. However, we will take all concerns seriously and address them through the appropriate procedure.
3. When to Speak Up
We encourage you to raise a concern if you:
Witness or reasonably suspect wrongdoing.
Feel unsafe or believe someone else may be at risk.
Notice behaviour that goes against our studio values, policies or the law.
Become aware of unsafe, dishonest or inappropriate practices.
Believe that serious wrongdoing is being ignored or concealed.
You do not need to have proof or be completely certain before raising a concern.
We simply ask that concerns are raised honestly and that you provide as much factual information as reasonably possible.
4. How to Report a Concern
You can raise your concern in any of the following ways:
1. In Person
Speak directly to a studio manager or director whom you trust and feel comfortable approaching.
2. By Email
Send details of your concern to:
hello@movementsbodymindyou.co.uk
3. Through Our Complaints Process
Clients and members can also raise concerns through our usual complaints or feedback channels.
If your concern involves the person who would normally receive your report, you may approach another appropriate senior person or, where relevant, an external prescribed body.
When reporting a concern, please provide as much information as possible, including:
What happened or what you believe may be happening.
When and where the incident occurred.
Who was involved or may have witnessed it.
Any supporting information or evidence.
Whether there is an immediate risk to anyone's safety or wellbeing.
Concerns may be raised anonymously, although providing contact details can help us investigate and keep you informed.
5. What Happens Next?
Movements is committed to dealing with concerns promptly, fairly and appropriately.
Acknowledgement
Where contact details have been provided, we aim to acknowledge receipt of your concern within two working days.
Initial Assessment
We will assess the information provided and determine the appropriate next steps, including whether any immediate action is necessary.
Investigation
Where appropriate, a fair and impartial investigation will be carried out. This may involve speaking to relevant individuals, reviewing information or seeking independent advice.
Outcome and Action
If wrongdoing or unsafe practices are identified, appropriate action will be taken. This may include changes to procedures, additional training, disciplinary action or referral to relevant authorities.
Communication
Where possible, we will keep you informed of the progress and outcome of your concern. Some details may need to remain confidential to protect the privacy and rights of those involved.
6. UK Whistleblowing Legislation
Movements recognises its responsibilities under the Public Interest Disclosure Act 1998 and the whistleblowing provisions of the Employment Rights Act 1996, as amended.
These laws provide protection to eligible workers who make qualifying protected disclosures about certain types of wrongdoing.
Protected disclosures may relate to:
Criminal offences.
Breaches of legal obligations.
Miscarriages of justice.
Dangers to health and safety.
Damage to the environment.
Deliberate concealment of any of the above.
For a disclosure to qualify for statutory protection, the relevant legal conditions must be satisfied, including the worker's reasonable belief that the information tends to show relevant wrongdoing and that the disclosure is in the public interest.
Workers do not need to prove that wrongdoing has occurred to qualify for protection.
Statutory whistleblowing protection does not generally extend to clients or members simply because they use our services. However, Movements will still treat their concerns seriously and respectfully.
Where appropriate, individuals may also seek independent advice or make a disclosure to a relevant prescribed person or regulatory body in accordance with UK law.
7. Your Protection
We want everyone to feel safe and supported when raising genuine concerns.
If you speak up honestly and with a reasonable belief in the information you are reporting:
You will be treated fairly and respectfully.
We will take reasonable steps to protect your identity and maintain confidentiality, subject to legal and investigative requirements.
Retaliation, victimisation, intimidation or unfair treatment because you have raised a genuine concern will not be tolerated.
Eligible workers making protected disclosures will receive the protections provided by applicable UK law.
Confidentiality cannot always be guaranteed absolutely, particularly where disclosure is necessary to investigate a con