23 Anonymous reporting It is preferable to know who is reporting a concern. It can make it more difficult to follow up concerns if the identity or contact details of the referrer are not known. Workers in paid or unpaid positions should always be expected to state who they are when reporting concerns. However, even if the identity of the referrer has been withheld the adult safeguarding process will proceed in the usual way. This will include information being recorded as a safeguarding adult concern. It may be useful to point out to a person reporting concerns that if they are willing to provide their personal details it would make feedback possible (however limited that might be.) Protecting anonymity While every effort will be made to protect the identity of anyone reporting concerns who wishes to remain anonymous, this cannot be guaranteed throughout the process. It is particularly important to remember the following: In cases where the police are pursuing a criminal investigation, people reporting concerns may be required to give evidence in court. All relevant information from safeguarding adult Enquiries and disciplinary investigations will be shared with the person alleged to have caused harm where a referral to the DBS is made. There is a possibility that workers raising concerns may be asked to give evidence at an employment tribunal. Anybody can be requested to give evidence when the employer has referred a member of staff to a professional body such as Social Work England, the Health and Care Professions Council (HCPC), the Nursing and Midwifery Council (NMC), or the General Medical Council (GMC). The person causing harm may request to see information held about them under the Data Protection Act (DPA) 1998 People causing harm who are employed in paid or unpaid Positions of Trust Proportionate action should be taken to ensure the immediate protection of the adult(s) with care and support needs. Appendix 18 refers. If an agency has a lead officer for safeguarding any employee with concerns should inform them. If the agency does not have a lead for safeguarding please contact your local authority safeguarding team for advice, their details are on page 5. If the concerns require Police involvement, wherever possible liaise with them prior to speaking or communicating with the person who works in a position of trust. If the person is a professional in your organisation, HR advice should be sought; an immediate decision may have to be made to take action to protect the adult against any potential risk of harm (e.g. suspension without prejudice, supervised working). Actions taken will need to be compliant with employment law and the employee will have a right to know in broad terms that allegations or concerns have been raised about them. Organisations have ‘speaking up’ or Whistleblowing policies which should be referred to if necessary. Anonymous reporting & protecting anonymity
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