In accordance with Chapter 2A of the Norwegian Working Environment Act, employees, including contracted personnel, have the right to report objectionable conditions in the company. Taking advantage of the opportunity to report when you see, hear or experience something objectionable contributes to creating a healthy and responsible corporate culture.
The importance of good handling
Handling whistleblowing cases in an orderly manner strengthens trust in the work environment, reduces the risk of conflicts and helps prevent serious situations. It shows that the organization takes responsibility and prioritizes both employee safety and the integrity of the organization.
By having clear guidelines and a professional approach, you lay the foundation for a healthy and open culture where employees dare to speak up about objectionable matters.
Clear routines
To create predictability and security for all parties involved, it is crucial to have clear guidelines for how reports should be reported and processed. The Working Environment Act, §2 A-6, describes the employer's obligation to prepare written procedures for internal reporting, and that these should be easily accessible to all employees in the company.
Take the warning seriously
Whistleblowers must feel confident that their report will be handled confidentially and with respect. All reports, no matter how small they may seem, must be taken seriously. Employers have a responsibility to ensure that the reporting channel is available, and that employees can report anonymously if they wish. At the same time, the person being reported must be assured of a fair process.
Conduct a thorough and objective assessment
When a report is received, it must be thoroughly investigated. In particularly complex cases, it may be appropriate to use an independent third party to ensure an objective assessment.
Maintain confidentiality
Confidentiality is a key word in whistleblowing cases, to protect both the whistleblower and the person being reported. Information about the case should only be shared with people directly involved in handling it.
Communicate clearly
Keep all parties involved informed throughout the process. The whistleblower should be informed about how the case will be handled and what they can expect. It is also important to inform them that a case will be handled fairly and in line with applicable regulations.
Follow up after conclusion
Once the case has been resolved, it is important to follow up on the actions taken and evaluate whether the whistleblowing procedures are working as they should. While the details of individual cases must be handled discreetly, organizations can benefit from communicating what they have learned and what actions are being taken to improve the work environment.
Handling whistleblowing cases is more than just a legal obligation – it's about building a culture where everyone feels safe enough to speak up and ensuring a fair and inclusive work environment.
Would you like more specific advice or help with developing notification routines?
Whistleblowing cases can be demanding for both employers and employees, and good handling is crucial to ensuring a safe workplace and fair treatment of all parties.
Do you need more specific advice or help with developing reporting routines? Get in touch!
