Whistle-blower Policy


This policy is general in nature and is provided as a guide only. Please check for any changes to terms of business or instructions.


Organisations that need to apply any of the supplementary practice standards within the NDIS will need to ensure include additional requirements outlined in the supplementary practice standards in this policy.


Policy statement


This policy supports ARMAR HEALTHCARE to apply the National Standards for Disability Services, in particular Standard 1 – Rights, Standard 4 – Feedback and Complaints and Standard 6 – Service Management. This policy guides organisations on how to support people to raise concerns about service delivery in the interests of service safety and quality.


This policy is used to support whistle-blowers, who in good faith and without malice, disclose information or raise concerns about alleged improper or illegal activity.


ARMAR HEALTHCARE and our staff are committed to providing services in a safe and honest way. We expect everyone to comply with all legal requirements. We will support and respect anyone who acts as a whistle-blower to draw attention to suspected inappropriate, corrupt or illegal conduct or behaviour.




This policy applies to all staff including permanent and casual, contract workers, temporary agency workers, and volunteers. This policy is owned by the Board.




  • ARMAR HEALTHCARE encourages people to speak up, to make complaints and raise concerns about service integrity, safety and quality.
  • ARMAR HEALTHCARE has good governance and responds appropriately to concerns about illegal or inappropriate conduct, whether that’s provided as feedback, a complaint or a person acts as a whistle-blower.
  • People who ‘blow the whistle’ are not victimised and will be treated fairly and with respect at all times
  • ARMAR HEALTHCARE will not retaliate against whistle-blower including employees, for raising an alert about suspected misconduct




Information can be provided in any format. Claims made in conversation should be documented by the person receiving the claim. The record of conversation should be signed by the whistle-bower to verify it is a true account.


Any information shared about the allegations raised by a whistle-blower will be de-identified to protect the whistle-blower’s identity and stored securely while the matter is examined.


Should the organisation decide to an internal investigation is required, care must be taken to protect the integrity of any evidence and the usual internal investigation process should be followed.


ARMAR HEALTHCARE will conduct an investigation using its Investigations Policy.

Investigations will be confidential, fair and objective. The Code of Conduct applies at all times.


ARMAR HEALTHCARE and our staff will comply with all legal requests for information in a timely manner. Requests by external parties for information will be responded to using the organisation’s complaints, access to information and privacy policies.


The Manager overseeing the investigation or working on the issue raised by the whistle-blower will keep the whistle-blower and all other parties informed about the process and the outcome of the investigation where permitted.


If the matter is investigated by an external organisation or referred to police or another investigating body, there may be limits on what information can be shared. In this case, involved parties will be advised of any limitations on the release of information.


Staff who are impacted will be offered support through the employee assistance program.





A person who raises concern regarding illegal and/or improper conduct that affects others. The person is not usually involved in the issue but is wanting to alert others to suspected misconduct. The alert may be raised outside of usual reporting lines or processes.


Related Policies

  • Code of Conduct
  • Complaints Policy
  • Investigations Policy/procedure
  • Privacy Policy
  • Access to information policy
  • Employee Grievance policy/procedure


Related legislation and standards


  • Carers Recognition Act 2010
  • Disability Discrimination Act 1992
  • Disability Services Act 1986
  • Equal Employment Opportunity Act 1987
  • Occupational Health and Safety Act 1991
  • United Nations Convention on The Rights of Persons with Disabilities
  • National Standards for Disability Services
  • National Disability Insurance Scheme 2013: Principles
  • NDIS Quality and Safeguarding Practice Standards 2018


Other legislation may apply in some circumstances depending on contractual relationship and nature of work.


  • Corporations Act 2001 (Commonwealth)
  • Privacy Act 1988 (Commonwealth)
  • Public Interest Disclosure Act 2013 (Commonwealth)
  • Public Interest Disclosure Act 2003 (Western Australia)
  • Australian Standard AS 8004-2003 Corporate Governance



Date of approval: [13/01/23]

Date of review: [13/01/24]

Signature of management: