No Retaliation Policy
1. Policy Statement
Just Move In is committed to maintaining the highest standards of integrity, accountability, and ethical conduct in all aspects of our business operations. We recognise that employees, customers, partners and other stakeholders play a vital role in identifying concerns relating to potential wrongdoing, malpractice, or risks to the organisation or the public interest.
This No Retaliation Policy affirms our commitment to protecting any individual who raises a genuine concern or makes a disclosure in good faith from any form of detrimental treatment or retaliation. We will not tolerate retaliation against whistleblowers or individuals raising grievances, and we are dedicated to fostering an environment where individuals feel safe and empowered to speak up without fear of reprisal.
This policy applies to all stakeholders associated with Just Move In, such as customers, partners, suppliers, employees, and any other.
2. Commitment to Protection
Just Move In commits to:
Protecting the identity and confidentiality of individuals who raise concerns, to the fullest extent possible;
Ensuring no detriment befalls any person who makes a protected disclosure or raises a grievance in good faith;
Taking all concerns seriously and investigating them promptly, thoroughly, and impartially;
Providing support to individuals throughout the reporting and investigation process;
Maintaining transparency regarding the protections available and the process for raising concerns.
3. What Constitutes Retaliation
Retaliation refers to any adverse action taken against an individual as a consequence of raising a concern or making a protected disclosure in good faith. Examples of retaliation include, but are not limited to:
Dismissal, demotion, or suspension;
Denial of promotion, training opportunities, or benefits;
Unfavourable changes to working conditions or terms of employment;
Harassment, bullying, intimidation, or ostracism;
Threats, coercion, or blackmail.
Retaliation is strictly prohibited, regardless of whether the concern raised is subsequently substantiated.
4. Mechanisms for protection
4.1 Confidentiality and Anonymity
All disclosures will be treated with the strictest confidence. The identity of the individual will only be disclosed where legally required, with the individual's consent, or where necessary to conduct a proper investigation.
Individuals may raise concerns anonymously if they wish, although this may limit our ability to provide feedback or seek clarification during the investigation.
Access to information regarding disclosures will be restricted to those directly involved in the investigation process, and all parties will be reminded of their confidentiality obligations.
4.2 Designated Reporting Channels
Individuals may raise concerns in accordance with the public Just Move In complaints policy, or the Employees Grievance policy.
If an individual believes their concern has not been addressed appropriately through internal channels, they may escalate the matter to an external prescribed person or body, such as a relevant regulator, or seek legal advice.
4.3 Risk Assessment and Support
Upon receipt of a disclosure, the following steps will be taken:
A designated officer will conduct an initial risk assessment to identify any immediate risks to the whistleblower, including potential for retaliation or victimisation;
Where risks are identified, appropriate protective measures will be implemented. These may include temporary reassignment, changes to reporting lines, monitoring of workplace interactions, or other reasonable adjustments;
The whistleblower will be assigned a point of contact who will provide regular updates (where possible) and offer support throughout the process;
Access to Just Move In’s mental health advocates is available at any point for employees. If relevant, independent support services can be made available where appropriate.
4.4 Investigation Process
All disclosures will be acknowledged promptly and investigated thoroughly and impartially by appropriately qualified individuals who have no conflict of interest;
The investigation will be conducted in a timely manner, with updates provided to the whistleblower where feasible and appropriate;
The whistleblower will be informed of the outcome of the investigation, subject to confidentiality considerations and legal constraints;
Records of all disclosures and investigations will be maintained securely and in accordance with data protection legislation.
5. Consequences of Retaliation
Just Move In takes retaliation against whistleblowers or individuals raising a grievance extremely seriously. Any individual found to have retaliated against, victimised, or otherwise subjected an individual to detrimental treatment will face disciplinary action, which may include:
Formal warnings;
Suspension;
Demotion or removal from managerial responsibilities;
Dismissal (including summary dismissal for gross misconduct in serious cases);
Referral to external authorities where criminal conduct is suspected.
The severity of disciplinary action will be determined based on the nature and seriousness of the retaliatory conduct, in accordance with Just Move In's disciplinary procedures.
6. False or Malicious Allegations
This policy is intended to protect individuals who raise genuine concerns in good faith. However, false or malicious allegations made with the intention of causing harm, disruption, or personal gain will not be tolerated and may result in disciplinary action against the individual making such allegations.
A disclosure made in good faith that subsequently proves to be unfounded will not result in disciplinary action, provided the individual had reasonable grounds to believe the information disclosed was true at the time.
7. Training and Awareness
Just Move In will ensure that all employees, managers, and relevant stakeholders are made aware of this policy and receive appropriate training on:
Their rights and responsibilities;
How to raise concerns and access support;
The importance of maintaining confidentiality;
Recognising and preventing retaliation.