Whistleblower policy
Since the Whistleblower Protection Act, an internal reporting channel is mandatory for every organisation with more than fifty employees. With Well Aware you set this up in one go: a low-barrier, anonymous and legally watertight reporting channel, integrated in the channel your employees already use. Safe for the reporter, auditable for the organisation, airtight for the regulator.
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Well Aware is there for everyone in your organisation
A good whistleblower policy touches every level and every person in the organisation
Why the whistleblower policy through Well Aware?
Complying with the Whistleblower Protection Act is one thing. Creating an organisation where people actually dare to report is another story. That's where we make the difference.
Fully compliant with the Whistleblower Protection Act and the EU Directive. Acknowledgement within seven days, follow-up within three months, automatically guaranteed. No more ticking boxes on your risk assessment checklist.
Reports go through an independent channel, not through management or HR. Anonymity is technically guaranteed: even our system administrators cannot view them. The reporter always stays in control.
Whistleblower reports rarely stand alone. They are often preceded by work pressure, conflict or bullying. Well Aware connects the whistleblower policy with PSA, confidential advisors and speak-up, so you see signals before they escalate.
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Report safely, fully compliant with the law
From anonymous report to closed case, in a secure environment that complies with the Occupational Health and Safety Act and the Whistleblower Protection Act. Safe for your employees, auditable for regulators.
Anyone can submit a report with the assurance that their identity remains protected. Only authorized personnel have access to reports. Those who wish to remain completely anonymous can do so without compromising effective follow-up.
Every report is received in a secure environment where you can assess, investigate, document, and close it in a structured manner. This ensures consistency, accountability, and auditability for yourself and for regulators.
A good reporting system doesn't stop at the report. Through secure, anonymous follow-up messages, confidential advisors and investigators can ask clarifying questions while the reporter's identity remains fully protected.
Fully compliant with the Working Conditions Act (Article 3, paragraph 2) and the Whistleblower Protection Act. Includes mandatory confidential advisor connection, anonymity guarantees, and data protection requirements. One less thing to worry about.
Combine for maximum results
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Good to know
A whistleblower policy is a formal procedure through which employees can safely report wrongdoing within their organisation. Think serious integrity violations, legal breaches, health or environmental hazards, or abuse of EU law. Since 2023, an internal reporting channel is mandatory for every organisation with more than fifty employees.
Yes. The Whistleblower Protection Act, in force since February 2023, requires all organisations with fifty or more employees to have an internal reporting channel. This channel must meet strict requirements around anonymity, timelines, follow-up, and protection against retaliation. Non-compliance can lead to a warning or fine from the House for Whistleblowers.
The law applies to all private and public employers with fifty or more employees, regardless of sector. Some sectors (such as financial services, healthcare, or government) have additional requirements. Organisations with fewer than fifty employees are not required to have a reporting channel but are welcome to do so.
A confidential advisor provides personal support for unacceptable behaviour, integrity issues, or work-related concerns, focused on listening, advising, and guiding. The whistleblower reporting channel is a formal legal route for reporting wrongdoing, with an investigation obligation, statutory timelines, and specific protection for the reporter. At Well-Aware, both routes are available within one platform.
Wrongdoing that affects the public interest: violations of EU law, health or safety hazards, abuse of authority, serious integrity violations, fraud, money laundering, environmental pollution, and large-scale discrimination. Personal employment disputes or individual complaints generally do not fall under whistleblowing; a confidential advisor is the appropriate route for those.
Reports can be made completely anonymously, without any link to personal data or IP addresses. Follow-up communication goes through a secure, anonymous chat system. Only authorised investigators within your organisation have access to reports. All data is stored encrypted on European servers, GDPR-compliant and ISO 27001 certified.
The Whistleblower Protection Act sets three timelines: an acknowledgement within seven days of the report, an initial substantive response within three months, and appropriate measures within a reasonable period thereafter. Well-Aware automatically monitors these deadlines and notifies HR and the investigator proactively, so you never accidentally miss a statutory deadline.
Retaliation against a whistleblower (such as dismissal, demotion, or bullying) is prohibited by law. The burden of proof lies with the employer to demonstrate that any negative consequences are unrelated to the report. When signs of retaliation emerge, the reporter gets direct access through Well-Aware to an independent confidential advisor and legal support, plus the option to report externally to the House for Whistleblowers.
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