As such, your identity may become apparent and you should consider this before submitting your report. A policy can also inform employees and potential whistleblowers about the procedure and whistleblowing system. It can create trust and implement the information requirements mandated by the HinSchG.

The action taken will depend upon the nature of the concern, the appropriate method of investigation, the skills needed and nature of evidence required to substantiate (or otherwise) the concern. Where meldesystem-whistleblower is found that action is required to address concerns substantiated by the review, actions will be taken to communicate to those affected without comproimising the anonymity or protections afforded to the person who raised the concern. An individual making a ‘qualifying disclosure in the public interest’ has the right not to be dismissed, subjected to any other detriment, or victimised for having made the disclosure. A “qualifying disclosure” means any disclosure of information that, in the reasonable belief of the worker, is made in the public interest.

However, in certain circumstances we may be required to reveal identity, where we are required to by law. A successful speak up system needs not only effective policies and processes, but importantly, building trust. No matter how sophisticated your hotline, if employees, suppliers and other third parties don’t know how to find the information, or don’t believe that the organisation will take their concerns seriously and treat them fairly, the system will break down.

Further Guidance For Your Whistleblowing Journey

Those responsible must try to realistically assess the extent to which the company is exposed to certain dangers due to internal grievances or even criminal activities. If such cases repeatedly occur in the company due to internal perpetrators, a whistleblowing system may provide additional useful information. As part of the processing of a report or during a special investigation, it may be necessary to pass on information to other employees of Südzucker or employees of other Südzucker Group companies, e.g. if the information refer to transactions in subsidiaries. The latter may also have their registered of- fice in countries outside the European Union or the European Economic Area, which may have diver- gent rules on the protection of personal data. We always ensure that the relevant data protection reg- ulations are observed when passing on information.

Title I of the Bill, in relation to Title VII, establishes the people that would be afforded protection against potential retaliation as well as the measures that would be adopted to ensure that protection. Proper management of whistleblowing in line with a clear protocol aligns with EA’s values of openness and honesty, in demonstrating a transparent approach to how cases are handled EA strives to be a learning organisation. Progress against outstanding whistle blowing cases is conducted by each of the EA Directorate Management Teams (DMT’s). Governance Officers within each DMT liaise with the HIAA to chase up and report on progress against outstanding cases on a monthly basis. EA employees should consider the key messages as outlined by the NIAO Raising Concerns – A good practice guide and engage in the managing whistleblowing protocol with these messages in mind. While Meidav acknowledges that technology and culture must work together for reporting platforms to have the most beneficial effect, she adds that the ability to receive complaint data in black and white gives companies a solid foundation.

The nature of the arrangements is a matter for the reporter and should be conducive both to staff raising concerns and to the objective consideration of those concerns. The Pensions Regulator expects firms to ensure that their staff are adequately trained to a level commensurate with their roles. In particular, the staff of a firm appointed to provide advice or a service to trustees or managers, and which carries a reporting duty, should be trained to recognise potentially reportable situations. Firms should put adequate systems in place to ensure that staff are aware of their responsibilities and that they are familiar with reporting procedures. If you’re blowing the whistle on malpractice or wrongdoing in the workplace you should make the disclosure (reveal the information) to your employer or to ‘a prescribed person’ so that your employment rights are protected. In many cases, concerns can be resolved through informal conversations with colleagues and managers, and through ordinary or ‘business as usual’ processes (such as incident reporting systems or raising an issue in a shift handover meeting).

I Don’t Have Any Proof Of My Concern Yet What Should I Do?

An organisation must make clear commitments to stakeholders on these points and ensure sanctions are applied to anyone who fails to meet those commitments. It’s not just about protecting the whistleblower – every stakeholder involved in a reported concern should be treated respectfully and fairly. An effective speak-up system is the best way to identify illegal conduct and bad behaviour in your organisation so that you can take steps to address the problem internally before it becomes a public crisis. It contains a set of relevant management practices that can be implemented to ensure best practice is being followed. It can be used to evaluate and improve an existing whistleblowing system, or to design and build a new programme in any organisation, regardless of size.

Investigation Reports & Outcome

If you believe you are blowing the whistle on an exceptionally serious failure in a workplace you do not need to go through the normal channels and can publicly blow the whistle straight away. You can also complain to the person who is responsible for the area that is of concern to you. For example, you might raise concerns about health and safety with your health and safety representative. If you make a qualifying disclosure to your employer, or through procedures which your employer has authorised, the law protects you. Updated whistleblowing standards were introduced in all NHS Boards across Scotland from 1 April 2021, including in NHS Forth Valley.

At KPMG in the UK, our promise of professionalism to each other, our clients, and the capital markets we serve, compels us to align our culture of integrity with words and actions. For companies with 50 to 249 employees, the obligation will not apply until 17 December 2023. The interpretation for Issue 9 now states that the person receiving the concern, must not be able to recognise the voice of the caller.

As can be seen above, the Directive will impose such an obligation on companies with more than 50 employees. Concerns raised openly make it easier for them to be investigated and for feedback to be provided. Employees are therefore encouraged, where possible, to put their names to concerns raised, but raising a concern anonymously is preferred to silence about potential serious wrongdoing. The CPS will endeavour to protect the identity of the person who raised the concern and this should be possible in the majority of cases.