How to meet the EU Whistleblowing Directive requirements?

Are you a company with more than 50 employees, a local authority, a school or a publicly funded organisation and want to be sure you're meeting all the requirements of the new EU directive? FaceUp has you covered. We'll also monitor all risks and deadlines for you.

Protects whistleblowers
Compliant with EU directive
Used by more than 2,300 customers worldwide
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What are the EU Whistleblowing Directive requirements? ➡️ How does FaceUp meet them?

Set up a secure reporting channel which enables anonymous reports.

✔️ Whistleblowers can create reports through the FaceUp website, your own website, intranet or even through our mobile app.

Designate an impartial person (assignee) who can receive and investigate reports.

✔️ They'll receive access according to your organisational structure and type of report. We'll provide a contract template to the assignees and are happy to provide training. We can also offer external counsel services.

Protect whistleblowers against retaliation.

✔️ Whistleblowers can communicate anonymously through FaceUp which ultimately is the best way to protect them from retaliation.

Respond to the report and investigate it within the statutory time limit.

✔️ We automatically keep track of all deadlines, send you prompt smart notifications, and simplify all matters relating to the report.

Maintain a secure archive system for individual reports from all sources.

✔️ The FaceUp administration area serves as an encrypted database of reports from all your communication channels. You can add comments, upload attachments, and save notes.

Enable written and oral reporting. For oral reports, you can upload a recording or a transcript.

✔️ With FaceUp, the whistleblower can not only send text reports but also record anonymised voice messages.

Ensure confidential communication between whistleblower and assignee.

✔️ Only designated assignees will have access to reports. Neither FaceUp nor any third party have access to them.

Make the reporting channel accessible not only to your employees but also to other groups (contractors, job applicants...).

✔️ You can make FaceUp available to anyone you wish. This can be through a password, a direct link, QR code or your website.

Ensure that the sender of the report receives confirmation of receipt.

✔️ The whistleblower can see the status of their report by entering a unique code on the website. They can also receive a notification that their report has successfully reached the system.

Inform the whistleblower of the steps taken to investigate their report.

✔️ Through FaceUp you can keep the whistleblower informed of everything they need to know. Their identity is protected during all communications, for as long as they wish it to be.

Ensure a fair evaluation of the legitimacy of their report.

✔️ FaceUp offers the combination of maintaining the whistleblower's anonymity and the option of a follow up conversation. You can ask for further information and evaluate the legitimacy of the report.

Post the authorised person's details online and provide remote access to reports.

✔️ We'll automatically create a profile for your organisation so all the important information is available online. You can easily set up remote access yourself, as well as for the reporting channel.

Create an internal wiki on the protection of whistleblowers and related legal documents.

✔️ In the FaceUp administration area there are free legal document templates for you to use. We can also put you in contact with approved partners who can create tailored versions for you.

Allow whistleblowers to file a report with a regulatory body or to make it public.

✔️We'll set up your system in such a way that makes it not only easier, but also safer for whistleblowers to report directly to you. Over 10,000 reports have already been submitted through us.

Reporting channel available 24/7.

✔️ You can put your trust in FaceUp. We have been running for over 4 years, are trusted by 2,300 organisations on 4 continents and have an in-house team of experienced developers working on our platform.

Train the designated person in their responsibilities and record this training.

✔️ Both FaceUp and our partners can assist with training. You can find a free record template in the administration area.

We process data in accordance with GDPR.

✔️We process personal data in full compliance with GDPR regulations. We also have a valid ISO 27001 certificate.

Key dates

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23 October 2019

The European Parliament and European Council approved a directive protecting those who report breaches of EU law, known as the "Whistleblowing Directive".

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17 December 2021

The European Directive guaranteeing the protection of whistleblowers and prohibiting any form of retaliation comes into force. Affected organisations should have an internal whistleblowing system in place.

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Year 2022

EU countries gradually introduce laws which implement the requirements of the Directive. All private companies with more than 50 employees and autonomous areas of more than 5,000 inhabitants must implement a reporting channel.

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Frequently asked questions

Latest articles on whistleblowing

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Thanks to FaceUp, our employees send us 15 relevant suggestions each month, enthuses SPORTISIMO HR Director.

Sports equipment retailer SPORTISIMO has more than 200 stores in 5 countries and employs more than 4,000 people. In order for employees to be able to anonymously send in suggestions of how they might improve the way the company runs, they introduced the online tool FaceUp at the beginning of 2021. Company HR Director Tomáš Rodný is delighted with that decision.  Extremely useful, albeit less serious, reportsFaceUp is an online platform created especially for the anonymous reporting of unfair or illegal conduct within companies (also known as ‘whistleblowing’). However, employees can also use the tool to make less serious suggestions to help improve the company, which happens very often in practice.  “SPORTISIMO is open to employee feedback, which is why we carry out a survey each month, asking staff about a predetermined issue. We introduced FaceUp as more of a complementary tool, a hotline through which people can anonymously raise a given matter. To be truthful, we only expected to receive a small number of reports, for example about serious breaches of internal regulations or even law breaking,” recalls Tomáš Rodný. However the reality was quite the opposite. During a year of operation, SPORTISIMO employees submitted over 180 reports. That’s an average of 15 per month. The majority of these reports were in fact not about serious matters, but more everyday issues. But they were still extremely valuable.  “For example, one person suggested that we change the music in our stores more often. Another employee asked why we don’t have a women’s version of a popular men’s size 42 shoe. At first glance they might be dismissed as trivial, things which management is blind to, but it’s worth dealing with them as it leads to higher employee satisfaction,” continues Tomáš Rodný. Initial fears of misuse of the tool quickly disappearedFaceUp is particularly praised for the simplicity of its implementation and use. “FaceUp has made our work a lot easier. The application interface and all materials are translated into five languages and they have even prepared marketing materials such as flyers. As a result, we’ve been able to introduce FaceUp into all our stores in the Czech Republic, Slovakia, Romania, Bulgaria and Hungary,” added Rodný, who has worked for SPORTISIMO for five years. FaceUp is a simple online whistleblowing platform, which an employee can learn to use within a couple of minutes. Initial fears that FaceUp wouldn’t be used or that employees would abuse it by overwhelming it with nonsense reports proved to be unfounded. “It didn’t happen even once. The overwhelming majority of reports are really relevant, they quickly reach the appropriate person and in turn we resolve the matter. Through FaceUp you can communicate further with the person who sent the report, albeit anonymously, should you need further details or clarification. More straightforward issues we’re able to deal with in 24 hours, the more complex ones within a week or two. Most conversations end with the author of the report thanking us for dealing with the issue,” reveals Tomáš Rodný. Tomáš Rodný has no doubt that he would recommend FaceUp to other companies: "I absolutely recommend FaceUp to any company which, like us, has a number of branches over a large area, for instance over several countries. In such an environment it can be difficult to systematically collect feedback from employees, but thanks to this anonymous platform, it is possible,” he concludes. 
Helena JežkováHelena Jezkova Photo.jpeg

Helena Ježková

2. 5. 2022
Onlooker efect

The onlooker effect and other reasons people don’t report unethical conduct

More than half of a company’s employees who witness unethical or illegal conduct hide it from their superiors. However, nearly 75% admit that they would share information regarding fraud with an external party such as the media, the police, or a lawyer. As an example, this exactly what happened to Škoda Auto when in 2019 a severe case of workplace bullying came to light. The media heard of stories of regular employees locking their agency colleagues in crates and putting laxatives in their coffee. In the best case scenario, unreported problems can result in a media scandal, in the worst case they end up in court.  The start of whistleblowing in the EUA fundamental change in the area of whistleblowing in the EU is being brought about by EU directive EU 2019/1937 of the European Parliament and of the Council on the protection of persons who report breaches of Union law. In relation to the directive becoming law, all private companies with more than 50 employees must implement internal reporting channels for the reporting of inappropriate behaviour or fraud by the 31st March 2022. The rules are quite strict - the whistleblower must be able to report their issue anonymously, their safety must be ensured, and the company must respond to the complaint within the designated time frame. Why are people reluctant to report unethical conduct?The onlooker effectVery often we see the presence of the so-called ‘onlooker effect’. In such cases, the employee doesn’t report anything because they assume somebody else will. The onlooker effect is a paradoxical psychological phenomenon which shows that the more people present at a dangerous or hostile situation, the less likely someone is to intervene.  In 1960, psychologists Bibb Latané and Judith Rodin carried out an experiment. Columbia University students were invited to a room where they were to fill in a questionnaire in the presence of an assistant. After a while, the assistant announced that she would be right back and went into the next room. After four minutes, she played a recording of a fictional fall, where she moans that she has broken her ankle. The recording was set to play until one of the subjects came to help her or until a minute passed. How did it turn out? 70% of the students rushed to the assistant’s aid if they were alone in the roomIf there were two students in the room, 40% decided to helpAs the number of participants increased (including people who agreed to passively participate in the experiment) those who chose to help fell to an unbelievable 7%The results of similar experiments show that people respond to emergency situations more slowly in the presence of others. No single person feels responsible for dealing with the crisis situation.  FearBesides the fact that people who report unethical activities in the workplace are often labelled snitches, they face the threat of retaliation on the part of colleagues or their superiors. People have to face the internal fear of rejection and also that of losing their job, ostracisation by their colleagues and other consequences.  The absence of a secure reporting systemThe reluctance of employees to report unethical or fraudulent activities in their company is due, among other things, to the lack of a reporting system which would allow them to simply and safely report such behaviour. Telephone hotlines, emails and physical boxes are a thing of the past and, what’s more, they don’t guarantee 100% safety and anonymity which is key in such cases.  How to effectively introduce a whistleblowing platform into your company?All of these barriers can be reduced through the introduction of a company reporting tool. The basis is transparent communication with employees. Those in management positions need to clearly explain why they are introducing a reporting system into the company, what they expect in relation to it, and, above all, how people should use it.  Do you have questions about how to implement a company reporting tool? Would you like to see FaceUp in action? Book a no obligation consultation with one of our specialists. 
Helena JežkováHelena Jezkova Photo.jpeg

Helena Ježková

29. 3. 2022
Protecting whistleblowers pays off handsomely for companies

5 reasons why it pays off to introduce a whistleblowing system

Whistleblowing is most often associated with the fight against corruption, but there is much more to it. It helps companies establish a healthy and ethical environment, gain an edge over competitors, and protect themselves against reputational damage. Whistleblowing also has significant societal benefits, protects the public interest, and has prevented a number of unpleasant situations in recent years. Let's take a look at the top five reasons why it's worth your while to implement a whistleblowing system.  1. Protect your company's reputation Unless employees have a tool that allows them to easily, safely, and anonymously raise concerns about unfair or illegal conduct, they will usually keep quiet about such issues or go public with the information, no matter how serious. While financial losses can be made up, damage to a company's reputation can be irreversible. And yet, most problems can be easily resolved through a reporting channel, meaning that management becomes aware of it in good time. A whistleblowing platform helps prevent a media storm and poor reviews on a company review portal.   2. Save money According to research by NAVEX Global, companies lose an average of 5% of their revenue due to internal fraud. A properly implemented whistleblowing platform will uncover 3x more fraud than much more costly internal audits and is one of the most effective tools for detecting unfair practice.  The benefit of a whistleblowing system is that you can learn of problems ahead of time, so that you can resolve them without paying out huge sums and avoid further financial damages. In addition, the very introduction of a whistleblowing system acts as a preventive measure. The fact that there is such a system in place in a company can deter some people from acting illegally or unfairly in the first place. 3. Reduce employee turnover Most people who decide to change jobs have a compelling reason to do so. Surprisingly, the most common reason is not the amount of financial compensation, but dissatisfaction with the atmosphere in the workplace. Whether it's the attitude of management, relationships between colleagues or other related issues, detecting them early can prevent employees from leaving. If you have a well-established whistleblowing platform, you send a strong signal that you care about employee satisfaction. They can raise their concerns with a view to having them alleviated before they decide definitively to leave their role.  4. Avoid criminal liabilityIn many countries, a properly implemented and functioning whistleblowing system helps a company to satisfy the conditions necessary to escape corporate criminal liability. Moreover, with an effective whistleblowing system, a company can obtain a range of certifications, from ISO to CSR, and it also increases its credibility in the eyes of stakeholders and international business partners. 5. Ensures EU companies meet their legal obligationsThe European Whistleblowing Directive came into force on 17 December 2021 and as such, EU companies with more than 50 employees must do the following: introduce appropriate internal and external whistleblowing channelsdesignate a person or persons to receive and assess whistleblowing,allow suppliers, candidates for employment in the company, freelancers and other similar persons who might not be deemed ‘workers’ but who may find themselves in a position of economic vulnerability in the context of their work-related activities to also submit whistleblowing reports and for the whistleblower to be notified in writing within 7 days of receipt.assess the notification and notify the reporting person of the outcome in writing within 30 days (2 extensions possible)prevent possible retaliation against whistleblowers and accept anonymous notifications.It should also be taken into account that a whistleblowing platform cannot be implemented overnight. It will take time to establish a functional and credible whistleblowing platform, train staff, and ensure that there is sufficient awareness of its existence.  Do you have any questions? Would you like to see FaceUp in action? Schedule a no-obligation consultation with one of our specialists. 
Helena JežkováHelena Jezkova Photo.jpeg

Helena Ježková

29. 3. 2022

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