Employee Engagement

People managers play a pivotal role in upholding whistleblower rights and fostering a culture of compliance.

Mishandling whistleblower complaints can lead to severe legal and financial repercussions for both the organisation and individual managers.

During a one-on-one meeting, an employee hesitantly confessed their unease about a colleague who seems to be engaged in practices that violate company policy. What do you do?

At its core, whistleblowing is the act of an employee or individual associated with an organisation reporting suspected wrongdoing, misconduct, or illegal activities occurring within said organisation.

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This reporting can be internal, directed towards higher-ups within the company, or external, involving authorities or regulatory bodies outside the organisation. But it can also involve higher-ups themselves – a situation that is trickier than usual.

Whistleblowing encompasses a wide spectrum of workplace misconduct, including but not limited to fraud and financial irregularities, health and safety violations, discrimination and harassment, environmental violations, and other ethical breaches.

Whistleblower scenarios often involve sensitive details. And most managers would not know exactly how to respond, especially when an organisation does not have a proper structure in place.

Why companies need a whistleblower policy

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