External whistleblowing statement-taker

For HR departments in businesses and councils in Great Britain and internationally.

I offer external whistleblowing statement-taking directly to HR departments in businesses and councils in Great Britain and internationally. I bring experience of dealing with whistleblowers, alongside a careful, impartial approach to recording their account. My role is to listen impartially, clarify and accurately record the speaker's account with careful attribution, give them the opportunity to check and amend it, and obtain their sign-off on the final record before reporting back to the agreed recipient within agreed terms.

Agree the remit before taking a statement

Independence is supported by conflict checks and an agreed appointment, not assumed from the word external. Before proceeding, we check for conflicts and agree how any identified issues affect whether the appointment can be accepted. A written appointment and clear terms of reference set out the scope, the employer-authorised reporting procedure where applicable, and who will receive the record. We agree a suitable information-handling process and explain reporting and confidentiality limits before statement-taking starts. Confidentiality is subject to legal and agreed reporting requirements; absolute confidentiality or anonymity cannot be promised.

A respectful, impartial approach

People raising concerns should be treated with care and respect, without retaliation. My approach is impartial recording, conflict checks and a fair opportunity for the speaker to review their account. These safeguards are separate from management's responsibilities for responding to concerns and protecting staff; specific duties depend on the role and applicable law. I cannot guarantee that retaliation will be prevented.

Statement-taking, not investigation

This service records what the speaker says. It does not investigate allegations, assess whether they are true, or make findings or recommendations on their merits. Management remains responsible for deciding appropriate next steps. It is not legal advice, a statutory audit or a substitute for a properly scoped investigation.

Enquiries are welcome worldwide. Overseas appointments are subject to applicable local law, information-handling and data-transfer requirements, and agreed scope and working arrangements. No overseas legal expertise or worldwide statutory protection is implied.

Reporting routes: Great Britain

In Great Britain, section 43C(2) of the Employment Rights Act 1996 can treat a qualifying disclosure to someone other than the employer as made to the employer when it follows a procedure whose use by the worker is authorised by the employer. Employer authorisation alone does not guarantee whistleblowing protection: the other statutory conditions must also be met. Being external or independent is not enough. Seek appropriate advice about the reporting route and protection; this service makes no guarantee of legal protection.

Employment Rights Act 1996, section 43C. Acas guidance on witness statements explains checking, amending and signing a record in the context of workplace investigations; citing it does not make this a service for conducting investigations.

Discuss an appointment

For an initial conversation, describe only your HR department's need for a statement-taker and the proposed scope.

Please do not send allegations or sensitive documents with an initial enquiry; agree scope and a suitable information-handling process first.

Enquire about statement-taking · Contact details and enquiry guidance · All services