The Law Reform Commission, the full-time Commissioner, the Head of Administration and the Commission’s Management Committee are strongly committed to ensuring that the Commission’s culture and work environment are such that any member of staff is encouraged and supported in “speaking up” on any issue that may impact adversely on the Commission’s ability to carry out, properly and fully, all its roles and responsibilities under the Law Reform Commission Act 1975 to the high performance standard required under the 1975 Act and under any relevant governance codes and policies.
Consistent with existing good practice and relevant policies it is expected that any appropriate issue raised by a member of staff with their line manager relating to a matter connected to the conduct of the business of the Commission will be dealt with professionally and appropriately. This is essential to ensuring that all significant risks arising for the Commission are identified and effectively managed. In addition, any member of staff appropriately raising any issue of concern will not be disadvantaged for doing so.
This should be the case irrespective of whether the issue falls under this policy and procedures document or not.
This policy and procedures document relates to protected disclosures as defined in the Protected Disclosures Act 2014 as amended, and contains internal and external reporting channels and procedures.
No protected disclosures were made to the Commission in 2022. An investigation into a protected disclosure previously made was closed in 2022. As a result of that investigation some changes were made to certain procedures. There was no financial loss to the Commission arising from information disclosed.