Drafting of Whistleblowing Policies

Whistleblowing in the workplace is the act of drawing attention of an authority figure, to perceived wrongdoing, misconduct, unethical activity within the organisation. Bulling, sexual harassment, and victimisation are common activities highlighted by whistleblowers.

Whistleblowers often face reprisals from their employer, who may suffer reputational damage as a result of the whistle being blown, or from colleagues who may have been involved in the illicit activities. In some cases reprisals become so severe that they turn into persecution.

All employers should adopt a whistleblowing policy that encourages employees to draw attention to wrongdoing or risky behaviour. In the case of legal action being taken against a company as a result of internal wrongdoing, having and promoting a strong whistleblowing policy may act in part as a legal defence.

It is critical that companies have a Whistleblowing Policy in place whereby employees have a “trust” in the system of blowing the whistle.

Should no Whistleblowing Policy be in place we will draft a policy for the organisation with a 24/7/365 hotline number. This will have to be adopted by the governance body within the organisation.

All employers should adopt a whistleblowing policy that encourages employees to draw attention to wrongdoing or risky behaviour. In the case of legal action being taken against a company as a result of internal wrongdoing, having and promoting a strong whistleblowing policy may act in part as a legal defence.