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Whistleblowing · Public Interest Disclosure Act 1998

Speak up. We'll listen.

This policy describes how to raise concerns about wrongdoing at YionStack — whether you work for us, work with us, or are an outside party. It reflects our obligations under the Public Interest Disclosure Act 1998 (PIDA) and gives you a safe route to surface things that matter.

Last updated: 10 June 2026

Confidential channel

Email legal@yionstack.co.uk

Subject line “Confidential — protected disclosure”. The message goes only to a director and the company secretary. Your identity is treated in confidence; you can also write anonymously.

Send a report

1. What this policy covers

You can use this policy to report any of the following — the statutory categories of “qualifying disclosures” under PIDA:

  • A criminal offence
  • A breach of any legal obligation
  • A miscarriage of justice
  • A danger to the health or safety of any individual
  • Damage to the environment
  • A deliberate concealment of any of the above

It also covers concerns about modern slavery, bribery, bullying or harassment, fraud, and breaches of our internal policies — whether they involve YionStack staff, suppliers, or customers.

2. Who can raise a concern

Anyone — employees, directors, contractors, suppliers, customers, or members of the public. You do not need to work here. You do not need proof; a reasonable belief that one of the matters above is happening, has happened, or is likely to happen is enough.

3. How to raise a concern

  • Email legal@yionstack.co.uk with “Confidential — protected disclosure” in the subject.
  • Anonymously. Use a fresh free email address; we will not try to identify you. We may not be able to give you progress updates if we have no way to reach back.
  • Through a prescribed person. PIDA recognises a list of regulators (HMRC, ICO, FCA, HSE, etc.). You can disclose to the relevant regulator directly without coming to us first.

4. What we promise

  • Acknowledge your report in writing within 2 working days.
  • Investigate proportionately and confidentially, and tell you the outcome unless legal constraint stops us.
  • Treat you fairly and protect you from detriment for raising the concern, in line with PIDA.
  • Never share your identity with the person you are raising a concern about unless you give explicit permission, or we are required to by law.

5. Protection from detriment

PIDA makes it unlawful to dismiss or treat you detrimentally because you made a protected disclosure. If you experience any detriment after reporting, tell us immediately — and you can take the matter to an Employment Tribunal. You do not lose protection by being wrong, as long as your belief was reasonable.

6. Bad-faith disclosures

Knowingly false reports are not protected and are themselves a disciplinary matter. The bar is “reasonable belief”, not “certain proof” — but reports that are deliberately misleading fall outside that.

7. Records and review

We keep a confidential register of disclosures, the action taken, and the outcome. The register is reviewed by the board annually. This policy is reviewed at least annually.

Useful references