Report of compliance concerns

Compliance violations can occur in many forms in companies. However, employees often do not know how and to whom they can report possible violations. Or they deliberately keep their knowledge of wrongdoing to themselves - for fear of reprisals.

The so-called Whistleblowing Directive (EU) 2019/1937 and the future German Whistleblower Protection Act aim to remedy this situation and strengthen the rights of whistleblowers.

You can find more information in our blog article: The EU Whistleblowing Directive - Watch out: The German Whistleblower Protection Act is in the starting blocks.

Obligations for employers

Numerous companies will be affected by the future Whistleblower Protection Act and will be obliged to set up internal reporting offices in the near future. 

But what are the detailed obligations for employers? 

And are you one of the companies that must set up an internal reporting office? 

In our article FAQs: Whistleblower protection, we keep you informed about the current status of the legislative process and provide answers to the most important questions about the Whistleblower Protection Act.

Make internal reporting channels as attractive as possible! 

According to the current draft of the Whistleblower Protection Act, there are no direct sanctions for not operating an internal reporting office. However, this does not mean that employers should remain inactive. Because the Whistleblower Protection Act contains a remarkable innovation: 

In the future, whistleblowers will not have to report possible violations of the law to their employers, but may contact the authorities directly! 

This increases the importance of an attractive reporting office within the company enormously. By having their own internal reporting office, employers increase the chances that they will receive information about possible compliance violations directly and that whistleblowers will not turn to the authorities. In particular, this helps to avoid damage to the company's reputation, which could be caused by disclosing irregularities to the outside world.

Your chance: receive information first-hand – act now!

Our recommendation: Act preventively. Establish a trustworthy whistleblowing system. And create incentives for your employees to use it. 

Our whistleblowing solution for you: Littler | Whistle Protect 

Through our partnership with WhistleB, we can offer you a secure and trustworthy whistleblowing system. This offers you the following advantages:

  • Reporting Channel: Employees can report suspected wrongdoing through a web-based landing page and questionnaire. The whistleblower can remain anonymous and the employer can respond immediately.
  • Case Management Tool: The tool securely and efficiently manages whistleblowing reports, which facilitates the receipt, monitoring and management of cases. 
  • Statistics and Report Generation: The dashboard provides an overview of current and historic data, status, alerts, performance indicators and in-depth analysis.

Detailed information about Littler | Whistle Protect can be found here.

In addition to a suitable response to the implementation of the future Whistleblower Protection Act, we provide you with legal support on all issues that arise in this context. And that Europe-wide!

 

We support you on your path to whistleblowing compliance.

Contact us.

Dr.
Thomas
Griebe

Certified Employment Law Specialist, Business Mediator
Hamburg

Tabea
Frühinsfeld

Certified Employment Law Specialist
Berlin

Dr.
Torben
Weihmann

Certified Employment Law Specialist
Düsseldorf

Dr.
Frank
Zaumseil

Certified Employment Law Specialist
Frankfurt am Main

Dr.
Esther
Dehmel,
LL.M. (Wellington)

Certified Employment Law Specialist
Munich

What do we offer?

Support in the implementation of legal requirements

  • Review of existing reporting channels
  • Review and design of whistleblowing policies
  • Review and design of company agreements
  • Support in the implementation of the whistleblowing system Littler | Whistle Protect 

 

Consulting within the framework of case management

  • Advice on cases in the context of labor law
  • Advice on dealing with whistleblowers who are not protected by law
  • Coordination with (investigative) authorities