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Whistle Blowing Policy

Bury AFC wishes workers, members and volunteers to be able to express their concerns if they believe something is seriously wrong within the club or any business which owns it.  Indeed workers, members and volunteers have a duty of trust to Bury AFC and it would be wrong for anyone associated with the organisation to withhold information necessary for the proper conduct of the organisation’s affairs.

Often concerns can be easily resolved. However, if the concern is about something seriously wrong such as theft allegations, or a Health and Safety Risk, it can be difficult to know what to do.

Bury AFC has introduced this procedure in order to help you to disclose your concerns at an early stage and in the right way. We would rather that you raised the matter straightaway even if it is just a concern without any definite proof.


If something is troubling you that you think Bury AFC should know about or should look into, please use this procedure. It is sufficient for workers, members and volunteers to have a reasonable belief that the information they are disclosing is correct.

If you raise a genuine concern under this policy, you will not be at risk of suffering any form of sanction or criticism just because you have made the disclosure. Providing you are acting in good faith it does not matter if you are mistaken.  The Public Interest Disclosure Act protects “whistle-blowers” from victimisation and dismissal when they speak out on matters where it is thought the law may have been broken. Any disclosure must be specific and must have been disclosed through the channels specified in this procedure.

If you ask us to keep your identity confidential we will not disclose it without your consent. If the situation arises where we are not able to resolve the concern without revealing your identity (for instance because your evidence is needed in court) we will discuss with you whether and how we can proceed. No protection can be given to workers, members and volunteers raising matters anonymously.


  1. The worker, member or volunteer discloses the concern in a letter marked “Personal and confidential” that is sent to the Chair of Bury AFC, Chris Murray. Alternatively, an email may be sent to
  2. The Chair, or a person deputising for the Chair will decide who should conduct the investigation and the timescale for the investigation, and, if appropriate, write to the people concerned setting out the arrangements.
  3. Where the disclosure concerns the actions of the Chair, the disclosure letter should be sent to Secretary of Bury AFC, Ian Coyle, who will decide who will conduct the investigation and the timescale. Alternatively, an email may be sent to

You will be told who is handling the matter, how you can contact him/her and whether your further assistance may be needed. You may be asked how you think the matter might best be resolved. If you have any personal interest in the matter, we do ask that you tell us at the outset. If your concern falls more properly under the Grievance Procedure we will tell you.

We will give you as much feedback as we properly can. It may not be appropriate to tell you the precise action we take if we think this would infringe a duty of confidence owed by us to someone else.

Independent Advice

If you are unsure about whether to use this procedure or if you want independent advice at any stage, you may contact the independent charity Public Concern at Work (  on 01915167720. Their lawyers can give you free confidential advice at any stage about how to raise a concern about malpractice in the workplace. They will be able to advise you on reporting matters to outside bodies such as the Football Association or the police and on the circumstances in which you may be able to contact an outside body safely.

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