- Support to move forward after a speaking up process
- What the scheme will offer
- Who can apply?
- How to apply
- Eligibility criteria for the Speaking Up support scheme
- Sources of advice and support
- How NHS organisations can be involved
The scheme provides a range of support for past and present NHS workers who have experienced a significant adverse impact on both their professional and personal lives, to move forward, following a formal speak up process.
The scheme is designed to support individuals who, following a formal speaking up process, have experienced significant adverse impact, leading to difficulties moving forward in both their professional and personal lives.
The scheme, formerly known as the Whistleblowers support scheme, was created in 2019 as a response to the recommendations from the 2015 Freedom to speak up review. It has been revised based on learning from the previous iterations of the support scheme.
The scheme enables past and present NHS workers, who meet the eligibility criteria, to access a structured programme of support which includes:
- health and wellbeing assessment
- one-to-one psychological wellbeing support
- career coaching
- personal development workshops
- a range of practical support through group sessions.
This support will be delivered online, via virtual platforms such as MS Teams or Zoom, by specialists in wellbeing and coaching support.
We welcome applications from all NHS workers, past or current, who meet the eligibility criteria, including workers at all band levels and of all professional clinical and non-clinical backgrounds.
We are now taking applications for the 2022/23 Speaking Up support scheme. The closing date for applications is 19 August 2022.
Please read the scheme guidance and frequently asked questions before you make your application.
If you have difficulties with completing the form please email us.
- A present NHS worker or a past NHS Worker who has previously worked for the NHS within the last three years.
- Has been through formal processes of raising concerns in the NHS and suffered significant adverse impact as a result.
- Has been through formal processes of raising concerns in the NHS which potentially impacted on safety, posed a risk or presented as malpractice or wrongdoing.
- Made reasonable attempts with your organisation to resolve matters.
- Can demonstrate how the scheme will benefit them to move on personally and professionally.
- Open to participate in all the scheme aspects.
- Must not have taken part in any previous related NHS whistleblowing support schemes including the pilot scheme.
- National Guardian Office
- NHS Employers Health and Wellbeing
- Supporting our NHS People
- Practitioner Health
- Protect- confidential whistleblowing helpline
Please note some of these support offers will only be available to present NHS workers.
The Freedom to speak up review (FTSU: 2015), conducted by Sir Robert Francis highlighted the importance of speaking up in the NHS and ensuring support is in place for individuals to speak up safely and raise concerns in their place of work without fear of reprisals. The review recognised that a number of workers lost valuable skills or even left their employment after raising a concern. This not only caused a significant adverse impact on individuals but also a loss of expertise and resource to the NHS.
We recognise there are times when speak up issues are very complex and do not always bring the resolution desired. From experience we know these issues can impact on workers and organisations.
We encourage all NHS organisations to ensure:
- their relevant departments, such as human resources and their freedom to speak up guardians, are aware of the national Speaking Up support scheme offer
- their policies and processes reflect the principles in the guide for leaders in the NHS and organisations delivering NHS services
- workers have easy access to information on how to speak up and the Speaking Up support scheme, and actively refer individuals to the scheme
- they are mindful of those workers who may have cultural barriers to speaking up or who are in lower paid roles and less confident to do so, and also those who work unsociable hours and may not always be aware of or have access to the policy or processes supporting speaking up
- they communicate with all their workers by identifying the best channels to do so
- they reflect on any learning to build healthy cultures in which every worker feels safe to speak up.
For further enquires please email: email@example.com