As an employer, it is good practice to create an open, transparent and safe working environment where employees feel able to speak up. The existence of a whistleblowing policy shows an employer’s commitment to listen to the concerns of the employees.

By having clear policies and procedures for dealing with whistleblowing, an organisation demonstrates that it welcomes information being brought to the attention of management. The employees are often the first people to witness any type of wrongdoing within an organisation.

The information that employees may uncover could prevent wrongdoing, which may damage an organisation’s reputation and/or performance. Making sure your employees can approach management with important concerns is the most important step in creating an open culture. Employers should demonstrate, through visible leadership at all levels of the organisation, that they welcome and encourage employees to make disclosures.

Our team has great experience with implement training, mentoring, advice and other support systems to ensure the employees can easily approach a range of people in the organisation and to ensure that the employer can respond. Also, our team of lawyers has the large experience in conducting the forensic based on the whistleblowing disclosures. It is in the organisation’s best interests to deal with a whistleblowing disclosure when the employee first raises it. This allows the organisation to investigate promptly, ask further questions and where applicable provide feedback. By applying such approach the employer has the better control since whistleblowing is an important source of information which enables that managers have better information to make decisions and control risk