Rapid Response
Whistleblowing
A member of the workforce may consider it necessary to disclose a company's alleged wrongdoing or malpractice. Such disclosures are often unexpected and can lead to regulatory investigations and legal action. We recommend that the following guidelines be considered:
- Establish a protocol for employees to communicate concerns of wrongdoing or malpractice internally to senior representatives of the company.
- The representative should be trained in the necessary procedures to follow if a concern is identified and to address the issue to the satisfaction of the employee.
- The representative should have authority to take action to demonstrate that the employee's concern is being treated seriously and addressed in order to alleviate the concern.
- When concerns are of a sensitive nature, we recommend a procedure which would ensure anonymity - for example, a confidential telephone hotline.
- It is essential that the employee should not at any time feel threatened for raising the concern; the company should treat a whistleblower report as an opportunity to rectify any problems to the benefit of the business.
Our lawyers and media relations experts can help you to prepare for possible issues which arise within the workforce and are available 24/7 to help you wherever and whenever issues arise.
This website provides a general overview and discussion. It should not be used as a substitute for taking legal advice in any specific situation. Please contact a member of our team for specific enquiries.