Croud is committed to operating with integrity, transparency, and accountability. We encourage employees, contractors, partners, clients, and community stakeholders to raise concerns safely and without fear of retaliation.
This policy:
This policy replaces the former Whistleblowing Policy and Grievance Procedure.
Applies to:
Employee-specific rights (e.g., accompaniment, appeal) apply only to Croud employees.
Grievance and/or Complaint
A concern relating to workplace environment, behaviour, service delivery, treatment, contractual issues, or operational impacts.
Whistleblower Concern
A disclosure relating to:
Grievances may involve:
Concerns involving misconduct, criminal activity, or potential legal breaches should be reported under the Whistleblower provisions of this policy.
Croud may dismiss or redirect grievances that are:
Where appropriate, concerns may be referred to another internal policy, legal body, or regulatory authority. Complainants will always be informed if an issue is deemed out of scope and why.
Reports are accepted when they relate to:
If a concern is out of scope, the complainant will be told why and redirected appropriately.
You may raise concerns through:
Anonymous reports are permitted and treated with equal seriousness we will endeavour to investigate where possible.
| Step | Description | Timeline |
| 1 | Acknowledge receipt | 5 working days |
| 2 | Initial review & classification | 7 working days |
| 3 | Investigation (evidence gathering, interviews) | 20 working days |
| 4 | Outcome communicated | 5 working days |
| 5 | Case closed & logged | — |
If timelines need extending, the complainant will be informed.
Where appropriate we will encourage informal discussions to resolve concerns before entering a formal process. This approach can help achieve quick and amicable solutions, but it is entirely optional and not a precondition for submitting a grievance.
Informal discussions will still be documented if they relate to severe or repeated concerns.
We will, or you should ask us to, move to a formal investigation if:
For grievances involving employee conduct:
Investigations are impartial and may involve:
All grievances are reviewed objectively and, where necessary, investigated by the Grievance Lead or an independent investigator.
Possible outcomes include:
If unsatisfied, complainants may escalate to: Chief People Office - Julia Dell (interim)
If you are dissatisfied with the outcome of your grievance or disclosure, you may appeal in writing within 10 working days of receiving the decision. Appeals will be reviewed by a more senior or independent person within Croud.
Where necessary, an external party may be asked to assess the appeal to ensure independence and fairness. All appeal outcomes will be communicated in writing within a reasonable timeframe and documented in the Grievance Register.
All concerns are handled discreetly and confidentiality.
Identities are not disclosed unless required by law or essential for a fair investigation. Croud protects personal information and will not share details without consent or a legal obligation. Records are stored securely in line with our Privacy Policy.
No stakeholder will face retaliation, intimidation, or disadvantage for raising a concern in good faith.
Retaliation includes:
Anyone found to have retaliated may face disciplinary or legal action.
Investigations are led by individuals independent of the alleged issue.
If a conflict exists, the case may be escalated to a neutral reviewer or third-party investigator.
Grievance & Whistleblowing Lead - People Partners / Head of People
Responsible for:
Executive / Board Oversight
This policy is available:
Reviewed annually or sooner after significant organisational changes.