You do not need to be a member. Reports may be made by guests, staff, speakers, suppliers, venue teams, partners or anyone directly affected by the conduct of a member or guest during Company affairs.
If someone is at immediate risk
Ways to raise a concern
Choose the route that feels most appropriate and safe.
Contact the Clerk
Email office@distillers.org.uk and mark the message Private and confidential: conduct concern.
Contact a senior office holder
You may raise the matter with the current Master, Upper Warden, Middle Warden or Renter Warden. If you do not have their direct details, ask the Clerk’s Office to forward your message unopened to the person you name.
Use the reporting form
Use the confidential form below to provide the information you are comfortable sharing. Your name and contact details are optional.
If you report without giving contact details, the Company will still consider the information, but it may be unable to ask follow-up questions or tell you what action has been taken.
What information is helpful
You do not need to prepare a formal statement. Share what you remember in your own words.
If possible, include:
- what happened and why it concerned you;
- when and where it happened;
- who was involved or may have witnessed it;
- whether the behaviour has happened before;
- any messages, photographs or other information that may help; and
- any immediate support or action you believe is needed.
Do not put yourself at risk to collect evidence. It is acceptable to make an initial report with limited information and add to it later.
What happens after a report
Receipt — if you provide contact details, the Company will acknowledge your report and explain who will be responsible for the next step.
Initial assessment — the concern will be considered for urgency, safeguarding, conflicts of interest and the most appropriate route for response.
Review — the person handling the matter may ask questions, speak with relevant people and review available information. Anyone directly involved or conflicted should not make decisions about the case.
Action — the response will depend on the seriousness and evidence. It may include informal resolution, guidance, steps to protect participants or referral through the Company’s formal governance processes.
Update — where possible and appropriate, the person who reported the concern will be told when the review is complete. Privacy or fairness may limit the detail that can be shared about another person.
Confidentiality and fairness
Information will be shared only with people who need it to consider the concern, provide support or meet the Company’s legal and safeguarding responsibilities.
Absolute confidentiality cannot always be guaranteed. A fair review may require the substance of an allegation to be put to the person concerned, and serious matters may need to be referred to an appropriate authority. If this becomes necessary, the Company will explain the position where it is able to do so.
Everyone involved should be treated fairly. Raising a concern does not itself establish that the Conduct Protocol has been breached, and no conclusion should be reached before the relevant information has been considered.
No one should be treated unfavourably for raising a genuine concern or helping with its review.
Not sure whether to report?
You can contact the Clerk’s Office for a confidential initial conversation. You do not need to decide in advance whether the matter is minor or serious, and asking for guidance does not commit you to a formal complaint.
Email the Clerk’s OfficeRead the Conduct Protocol