8 core principles for community pharmacy whistleblowing policies and procedures

Quick reference guide

This document contains the recommendations for the principles which the Londep and Public Concern at Work (PCaW) believe all whistleblowing policies or procedures for pharmacy should meet.

Why have we produced this?

The Londep and Public Concern at Work (PCaW) are committed to working with all stakeholders to improve the existing culture for raising concerns and working towards creating a “safe” and constructive whistleblowing environment for employees and temporary staff.

What this document does not cover

This document is not a comprehensive legal resource for whistleblowing or the legal protection provided by the Public Interest Disclosure Act 1998 (PIDA).

Whistleblowing in the NHS is well established and guided by the resource ‘’ developed by PCaW and the Social Partnership Forum.

Why does whistleblowing matter?

For an organisation, whistleblowing is an important aspect of risk management and governance and in the case of the NHS terms of service for pharmacists, pharmacy businesses and pharmacy partnerships in England and Wales, it is a component of the Clinical Governance arrangements.

Whistleblowing can protect shareholders as well as patients and the public, communities, colleagues and taxpayers.

8 core principles for pharmacy whistleblowing policies and procedures

The Londep and Public Concern at Work recommend that all pharmacy whistleblowing policies and procedures:

  1. Are readily accessible at the place of work and available to all workers, including temporary staff, contractors and locums
  2. Comply with the good practice recommendations made within the 
  3. Contain a commitment to zero tolerance of victimisation for all persons, including workers, temporary staff, contractors and locums who have raised whistleblowing concerns
  4. Remind pharmacists and pharmacy technicians of their duty to raise concerns to protect patients from .
  5. Include options for the person raising the concern to do so on a confidential basis when requested
  6. Include an escalation process and options to raise concerns outside of line management including detail of routes of of the superintendent or chief pharmacist and where appropriate, how and when concerns can be made externally
  7. Are supported by a culture that encourages and reinforces the use of the policies and procedures as a valued governance mechanism
  8. Provide an explanation which distinguishes between a whistleblowing concern and a grievance.

About PCaW

Public Concern at Work (PCaW) is the independent whistleblowing charity which provides confidential advice to workers who witness wrongdoing or malpractice in the workplace and are unsure what to do. PCaW also works with organisations to help them establish best practice their whistleblowing arrangements. Further information and comprehensive resources are available at .

Where to go for further information

  • NHS England -
  •  or 0800 668 1883
  • ) - British Standards Institute
  • , How to implement and review whistleblowing arrangements in your organisation - Social Partnership Forum
  •  - General Pharmaceutical Council
  •  - National Health Service (Pharmaceutical Services) 
  • Wales Audit Office (Online March 2012)


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