{"id":45813,"date":"2021-04-01T09:12:37","date_gmt":"2021-04-01T08:12:37","guid":{"rendered":"https:\/\/www.whistlelink.com\/blog\/getting-started-with-whistleblowing\/"},"modified":"2025-03-19T13:35:24","modified_gmt":"2025-03-19T12:35:24","slug":"getting-started-with-whistleblowing","status":"publish","type":"blog","link":"https:\/\/www.whistlelink.com\/cs\/blog\/getting-started-with-whistleblowing\/","title":{"rendered":"3 steps to get started with whistleblowing"},"content":{"rendered":"\n

Don\u2019t let the requirements of the EU Whistleblowing Directive make implementation more challenging than it needs to be. With this simple guide, you\u2019ll soon have all the essentials to get started with your whistleblowing service.<\/p>\n\n\n\n

Get started with whistleblowing<\/h2>\n\n\n\n

First, start by breaking whistleblowing implementation down into these three manageable steps.<\/p>\n\n\n\n

    \n
  1. Write a whistleblowing policy<\/li>\n\n\n\n
  2. Choose a whistleblowing system to handle whistleblowing reports<\/li>\n\n\n\n
  3. Communicate the above to employees<\/li>\n<\/ol>\n\n\n\n
    <\/div>\n\n\n\n

    If you don\u2019t have any of these in place, read on to learn what\u2019s involved. If you\u2019ve already completed #1 or #2, great! Just move on to what you\u2019re missing.<\/p>\n\n\n\n

    1. Write your whistleblowing policy<\/h2>\n\n\n\n

    A well-written policy will provide guidance on how the organisation will handle whistleblowing and show that you take employees\u2019 reports seriously. There is no one-size-fits-all policy, but there are some good practice basics you can include. We run through these here.<\/p>\n\n\n\n

    Why<\/h4>\n\n\n\n

    Make it clear why there is a whistleblowing policy and what the benefits of having a reporting system are. Show you\u2019re committed to hearing employees concerns by providing an accessible and safe environment to do so.<\/p>\n\n\n\n

    Who<\/h4>\n\n\n\n

    Not only current employees can report misconduct, so include everyone who falls under your whistleblowing policy. This could be for instance contractors, partners, suppliers, board members, former employees, job applicants, and so on.<\/p>\n\n\n\n

    What<\/h4>\n\n\n\n

    Use this section to outline what people can report on. Also help them understand the difference between reporting a serious concern rather than a personal grievance. Make it clear that whistleblowers won\u2019t be retaliated against.<\/p>\n\n\n\n

    Learn more: 7 examples of workplace misconduct<\/a><\/strong><\/p>\n\n\n\n

    How<\/h4>\n\n\n\n

    Now, provide details on how to report concerns and how the organisation will handle the information. Give employees more confidence by helping them understand what the whistleblowing process looks like and how they will be protected.<\/p>\n\n\n\n

    L<\/strong><\/span>earn more<\/strong>: Get some more tips on how to help employees understand your whistleblowing policy.<\/a><\/p>\n\n\n\n

    2. Get started with whistleblowing and choose how to handle reports<\/h2>\n\n\n\n

    Having a policy is a great start and, if you haven\u2019t already, now decide how to handle reports.<\/p>\n\n\n\n

    The EU Whistleblowing Directive<\/a> requires companies to have and manage secure reporting channels that keep the identity of the whistleblower anonymous.<\/p>\n\n\n\n

    \u201cWhat does this mean?\u201d, we hear you ask.<\/strong><\/p>\n\n\n\n

    Well, put simply, you need to provide a way for employees to report suspected wrongdoing, safely. This can be in writing, for example via an online platform or physical post, and\/or verbally by phone or a messaging system.<\/p>\n\n\n\n

    Whichever method you choose, note that your reporting channel must always provide the following:<\/p>\n\n\n\n