The aim of the EU Whistleblowing Directive (2019/1937) is to protect anyone who reports work-related misconduct. This calls for organisations to review their approach to whistleblowing to ensure it meets the Directive’s requirements. Learn what employers need to do to comply
To meet the requirement of the EU Whistleblower Directive, organisations with 50+ employees and municipalities with over 10,000 inhabitants must implement secure and effective reporting channels.
These channels have to:
Be secure
Guarantee anonymity
Have a designated owner
Adhere to timeframes
Meet GDPR guidelines
Allow written and/or verbal reports
The Whistleblower Directive doesn’t set minimum penalties, but it requires national versions of the law to penalise against those who prevent reporting, break confidentiality, or retaliate against whistleblowers.
For organisations with 250+ employees and municipalities with 10,000+ inhabitants.
For organisations with 50 – 249 employees.
Any stakeholder with information on work-related misconduct can submit a report. It isn’t limited to employees, this also includes former employees, job applicants, contractors, suppliers, journalists and supporters of the whistleblower.
Violations of EU law on a range of work-related issues. Including, but not limited to, money laundering, tax fraud, product and transport safety, data protection, public health, animal welfare and environmental protection.
Whistleblowers are protected against any form of retaliation. The whistleblower must submit their concern through the designated reporting channel and believe the information is true at the time of reporting.
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