In a world where information and secrets are invaluable, whistleblowers play a heroic role in exposing wrongdoing and misconduct in organizations and companies. The Whistleblower Protection Act, also known as the Whistleblower Protection Act, has attracted immense attention in recent years and marks a significant step towards a society that is more transparent and fairer. The Whistleblower Protection Act, which has already come into force in many countries, is crucial as it gives whistleblowers the confidence that they are protected from any retaliation. This certainty encourages people to disclose grievances and misconduct in organizations and companies and thus helps to promote accountability.
On July 2, 2023, a groundbreaking amendment to the Whistleblower Protection Act came into force. According to this update, all employers with 50 to 249 employees are obliged to set up internal reporting channels by December 17, 2023 at the latest. Companies with 250 or more employees have had to introduce secure whistleblower systems since July 2, 2023. These reporting channels provide whistleblowers with a safe place to share their information and ensure that this information is treated appropriately and confidentially. In addition, employers under private law with 50 to 249 employees have the option of joining forces and jointly operating an internal reporting office. This cooperation not only promotes efficiency, but also collective responsibility.
However, the Whistleblower Protection Act does not only apply to employees, but also to other groups who are professionally associated with the reported company. These include suppliers, for example. This inclusive definition contributes significantly to the comprehensive exposure of wrongdoing and emphasizes the essential role of whistleblowers in our society. It is important to note that failure to set up a registration office despite the corresponding obligation is considered an administrative offense. Companies that do not comply with this obligation can be fined up to 20,000 euros.
It is therefore not just an option, but rather mandatory for a large number of SMEs and local authorities to set up a digital whistleblower system. To ensure that employees can access the digital reporting channel as easily and barrier-free as possible, it makes sense to integrate the whistleblower protection system into existing HR tools such as digital Time & Attendance. For example, users in ZMI can access the digital reporting channel directly via the employee portal and the mobile app. The integrated solution was created together with the partner whistle.law and fully complies with the requirements of the EU Whistleblower Directive and reliably supports companies in processing incoming cases.