Whistleblowers Protection Act and the Role of the Proactive Confidential Advisor

Purpose of the Act: a safe space for integrity

The Act enables employees to report serious wrongdoing without fear of retaliation. As a proactive confidential advisor, you create awareness and support by:

• Bringing the subject up for discussion within teams;

• Organizing information sessions on safe reporting;

• Connecting integrity to social and psychological safety.

What is wrongdoing?

There is wrongdoing when there is a serious threat to the public interest, such as:

• Fraud or deception;

• Unsafe working conditions;

• Environmental pollution;

• Discrimination or corruption;

• Serious violation of laws and regulations.

As a proactive confidential advisor, you help employees assess whether their experience qualifies as wrongdoing under this Act.

Internal and external reporting procedures

Every organization must have an accessible and safe reporting procedure. As a proactive confidential advisor:

• You advise HR and management on clear, low-threshold reporting routes;

• You identify obstacles in awareness or use;

• You help employees choose between internal or external reporting (for example, to the Whistleblowers Authority or specific regulators).

You promote a reporting structure in which trust and transparency are central.

Protection against retaliation

The Act protects whistleblowers from dismissal, disadvantage, or intimidation. As a proactive confidential advisor:

• You inform employees about their rights and protections;

• You emphasize that reporting is an act of responsibility;

• You provide support if recovery or legal assistance is needed.

Confidentiality and anonymity

As a proactive confidential advisor, you safeguard confidentiality by:

• Explaining to employees what information is shared and with whom;

• Ensuring secure communication channels;

• Offering alternatives such as anonymous reporting via external platforms or reporting tools.

Legal assistance and support

Whistleblowers have the right to legal assistance. You:

• Refer them to the Whistleblowers Authority or legal counsel;

• Ensure that employees are aware of these options before they proceed with reporting;

• Encourage organizations to actively communicate this right.

Active role in culture and prevention

As a proactive confidential advisor:

• You place the topic of integrity structurally on the organizational agenda;

• You organize workshops on recognizing, speaking up, and reporting;

• You emphasize that safe reporting also requires a safe working environment.

Reporting and follow-up

The Act requires that reports are taken seriously, investigated, and followed up. The proactive confidential advisor:

• Supports feedback on progress and outcomes;

• Keeps track of how reporters experience the process;

• Reports structural issues (anonymized) back to HR or management.

In conclusion

The Whistleblowers Protection Act provides legal safeguards, but it is the culture that determines whether people truly feel safe. The proactive confidential advisor serves as the bridge between individual courage and collective responsibility.