Set up a reporting channel, with compliance deadlines monitored
From fifty employees onwards, you are required to have an internal whistleblowing channel where employees can report misconduct, with a procedure and with deadlines within which someone receives a response. In some sectors, this also applies below fifty. Do the free check: does it apply to you, and what exactly must be in place?
Free, without account, with the source in the law provided for each answer.
What employers say about this
"We have an email address, isn't that a whistleblowing channel"
An email address is a mailbox. What the law asks for is a procedure: who handles it, how is the identity of the reporter kept confidential, can someone report orally, and within what deadlines does he receive a response. Precisely those things an email address does not regulate.
Does it apply to me? →"The procedure is in place, so we're done"
Often not quite yet. The works council must consent to the whistleblowing procedure; without that consent, it is not validly established. It is one letter and one meeting, and it is the point where most companies get stuck.
How do I arrange consent →"Nothing has ever been reported to us"
That is probably correct, and we are not going to scare you with penalty amounts. The difficult moment is not that nothing ever comes — it is the one time that something does come, and there are then seven days that nobody was watching.
A report has been made, what now →Why you can verify us
Under each topic is where it comes from: the article from Directive (EU) 2019/1937 itself, and the national law that transposes it — in the Netherlands the Whistleblower Protection Act, in Germany the Hinweisgeberschutzgesetz. For each country, the date when we checked it is given, so you can see how current it is.
The texts are written with AI based on those sources, go through a technical review that compares every statement to its source, and are approved by a person before they appear. This is not there because it has to be, but because you must be able to verify how a text was created. See how we work.
What this is not: we do not assess reports. We provide the channel, the structure and the deadline monitoring; what happens with a report is decided by your organization — no third party should be involved in that. We do not qualify behaviour, give no assessment of merit and give no legal advice. Our AI does not do that either: it transcribes, translates and summarizes, and decides nothing. For an assessment of your own situation, consult a lawyer or Whistleblower House.
Latest articles
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If you have operations in multiple EU countries, the way and language in which you must inform workers about the reporting channel varies by country
Read more →Can I inform employees about the reporting procedure myself?
You may inform staff members yourself about the reporting channel; the law does not prescribe a fixed form, but rather that everyone knows the scheme and
Read more →Does anything change this year regarding informing employees about the reporting procedure?
The core obligation to inform employees about the disclosure channel remains unchanged this year, but there are developments that
Read more →Start with the question you have now
Five questions, and you'll know whether the obligation applies to you and what exactly must be in place.
Do the free check