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A truly anonymous whistleblowing platform

No-one will find out who sent the report and from which device it was sent. You won’t find any analytics tools such as Google Analytics, Hotjar or Facebook Pixel on the form page. We remove as much metadata as possible which could potentially identify the user. We also even anonymise the voice in audio messages and we don’t store any IP addresses.

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We don’t give your data to anyone

Your data security is our priority. We treat personal user data in accordance with GDPR guidelines and other legal obligations. No third parties have access to your data, which is all safely stored on Amazon Web Services. You can choose between SSO (Single sign-on) or Two-Factor authentication.

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Optional endpoint (E2EE) encryption

This is a way of shielding communication data from third parties, where the transfer of data is protected against information leaks both between the client and server and between the server and administrator. Consequently, no-one can gain access to the information which flows through FaceUp. It’s up to you whether you want to use E2EE or symmetrical encryption.

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ISO 27001 certified

We have implemented an information security management system in line with the international standard ISO 27001:2013 (ISMS), which protects our customers’ data against loss, misuse and trust violation.

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Independent penetration tests

We have successfully undergone penetration testing on behalf of our clients (banks), the aim of which is to check the platform’s resistance to cyber attacks. In addition, we also carry out security audits on our code.

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Data hosting on AWS

Your data can be hosted on Amazon Web Services (AWS) in the EU (Ireland) or in the USA (California). When you sign up for FaceUp, you will be asked in which of these two locations you would like to host your data. For a fee of 500 USD per month, we can store your data in any other country where AWS servers are present.

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Culture in US Companies

Overcoming Major Challenges to Embracing Speak-Up Culture in US Companies

In the bustling world of corporate America, establishing a speak-up culture is paramount to nurturing an open and transparent workplace where employee engagement thrives. Yet, there are obstacles in this ethical pathway, from the hostile work environment to the whispers of retaliation in the workplace, to name a few.  Initiating training programs or implementing software to promote openness in the workplace may initially seem like a “nice-to-have” rather than a necessity, but you may be surprised at how much are American companies already spending. Well, for starters, $101.8 billion on training in 2023, with $10.1 billion spent on external training products and services specifically. So, let us take you on a journey through these challenges and offer a few solutions that offer a cost-effective beacon of hope in embracing a transparent, ethical, and vibrant workplace.  The Fear of RetaliationThe specter of retaliation looms large in many a corporate narrative, silencing the voices that would otherwise be eager to report employee misconduct or harassment at work. This fear can originate from even the smallest of toxic seeds - such as “friendly” bullying in the office, or worse, employee discrimination and mobbing workplace scenarios.  As highlighted in the Harvard Business Review article Does Your Company Have a Culture of Quiet Retaliation? even subtle retaliations like withholding resources or excluding individuals from meetings significantly harm team dynamics and individual self-worth, emphasizing the need for a culture shift. Instead, transform fear into courage by establishing robust policies to help forge a transparent workplace where non-retaliation policies are not just words, but pillars of trust. Use existing tools to help promote anonymous reporting through the use of whistleblowing software or hotlines. This ensures that every employee, irrespective of rank or file, can voice concerns without fear. Lack of Awareness and Understanding Within the intricate shuffle of corporate life, ignorance, even blissful, of what constitutes workplace misconduct or harassment shadows the truth. A solid speak-up culture is built on the foundation of widespread awareness and attentive understanding of workplace ethics.  To start shedding light on the shadows try including ethics training in your employee onboarding. For existing employees, it would also be wise to offer regular, dynamic training sessions that can illuminate the nuanced boundaries of workplace harassment and discrimination in the workplace.Clear communication is key, at all levels of an organization. Gallup's research has also shown that companies with engaged workforces enjoy higher earnings per share. By bringing regular activity and company news to internal communication platforms, employee engagement increases - especially with information and updates that are quick, relevant, and at times even funny - all of which help foster a culture of openness and community. Inadequate Feedback Mechanisms Listen to this... That’s the sound of an employee's voice echoing into the void of an unresponsive corporate structure. Subtle, but we’ve all heard that before. Without effective workplace feedback systems, such as an anonymous suggestion box with two-way dialogue or employee feedback software, the seeds of discontent can sprout if unchecked. By setting up diverse feedback channels and conducting timely employee satisfaction surveys employers can bridge the gap between management, staff, and important stakeholders. Leaders are encouraged to delve into employee survey results, as patterns and oversights can be accurately addressed by engaging with the insights provided by workplace satisfaction questionnaires and employee pulse surveys. According to a recent research summary from Zippia, a vast majority (89%) of HR experts agree that the most effective strategy for boosting employee engagement is to offer continual feedback and set transparent expectations for employees.  Hostile Work Environment An abrupt storm of discontent can send any work environment off course, with employee harassment, bullying, and mobbing running rampant, and what was once a healthy workplace culture is left abandoned. Such an environment poisons the well of employee relations, turning potential havens of productivity into islands of despair. Steady the ship by crafting a culture of respect and freedom of expression with a firm but fair zero-tolerance policy with strict guidelines against employee bullying, mobbing, and harassment. Relying on battle-tested captains for regular training on ethical workplace practices, employee relations management, and wellbeing may be the best way to weather the storm. Luckily, inclusive training programs are on the rise. According to Aon's 2022-2023 Global Wellbeing Survey, approximately 87% percent of US organizations have an established wellbeing initiative, with 83% percent having a specific wellbeing strategy. Lack of Leadership Commitment In addition to the aforementioned challenges the missing keystone often needs to be found in the hands of those blazing the path forward. The quest for a thriving speak-up culture is often hamstrung by a lack of genuine commitment from the top. Leadership must do more than pay lip service to workplace transparency; they must embody the principles of social responsibility and ethical behavior. In the article, 4 ways to foster an ethical workplace, according to global leaders, Elia Yi Armstrong, the director of the United Nations Ethics Office, emphasizes that it is crucial for leaders to continually refresh and update their organization's ethical standards through engaging and progressive training sessions.  Leading by example requires steps like showing visible support for using internal reporting tools and voicing their unequivocal backing for ethical practices and open communication. Offering all employees opportunities to participate in ethics and compliance training, alongside top-level management, brings visible action and sends a powerful message of support and commitment to the health of the workforce. Strategies for SuccessThe journey toward a robust speak-up culture is complex but navigable. By addressing the quintessential challenges with a blend of empathy, strategy, and commitment, companies can foster an environment where workplace engagement flourishes, and employee relations are strengthened: Promote Anonymous Reporting: Tools like anonymous reporting software and whistleblowing hotlines empower individuals to speak without fear. Conduct Regular Training: Enhanced awareness through comprehensive training on workplace ethics and employee rights fortifies the foundation of a transparent corporate culture. Foster Open Communication: Encourage the use of internal communication platforms and employee feedback solutions to ensure every voice is heard and valued. Lead by Example: Leadership's active engagement in promoting and practicing ethical behavior can ignite a company-wide shift towards transparency and integrity. Monitor and Evaluate: Utilizing employee feedback software, workplace engagement surveys, and incident reporting software to continually assess and refine the company's approach to fostering a speak-up culture. Embracing Speak-up CultureIn conclusion, the creation of a speak-up culture is akin to nurturing a garden; it requires patience, care, and the right conditions to flourish. By addressing the challenges of fear, ignorance, silence, hostility, and leadership inertia, we pave the way for a future where workplace transparency is not just an ideal, but a reality.  In this garden, every voice, whether big or small, contributes to driving us toward a future marked by ethical integrity, mutual respect, and collective success. Together, let's embrace the power of speaking up, transforming our workplaces into strongholds of openness and ethical accountability.Let’s face it, the challenges of this journey are constantly changing with each rising and setting of the sun. But every journey starts with the first step - so why not start by getting in touch with FaceUp today - we’re ready to join you on this adventure!
6 min read
Whistleblowing in Poland

Poland will implement whistleblowing law in spring 2024

Poland has announced that the transposition of EU Directives – including the Directive on Whistleblower Protection will be a priority of the new coalition government, sworn into office in Poland in December 2023. A new draft law on protecting persons reporting breaches of law was published in January 2024.  The obligation to establish an internal reporting channel applies to a legal entity for which at least 50 persons perform or provide work. The threshold does not apply to a legal entity carrying out activities in the field of financial services, products and markets, as well as counteracting money laundering and terrorist financing, transport safety and environmental protection – these legal entities have the obligation to implement the internal reporting channel no matter the number of persons.  Aspects of the internal reporting channelThe internal reporting procedure comes into force after 7 days from the date of its notification to the workers, in the manner adopted in a given legal entity.  The internal reporting procedure specifies: an internal organizational unit or a person within the organizational structure of a legal entity or an external entity authorized by the legal entity to accept notifications;methods of submitting notifications, including correspondence address or e-mail address, hereinafter referred to as the "contact address" of the authorized unity or person;an impartial, internal organizational unit or a person within the organizational structure of the legal entity, authorized to take follow-up actions, including verification of the report and further communication with the reporting person, including requesting additional information and providing feedback to the reporting person; this role may be performed by an internal organizational unit or person referred to in point 1, if they ensure impartiality;the obligation to confirm receipt of the notification to the applicant within 7 days from the date of its receipt, unless the applicant did not provide a contact address to which the confirmation should be sent;the obligation to undertake, with due diligence, follow-up actions by the organizational unit or person referred to in point 3;the maximum deadline for providing the applicant with feedback, not exceeding 3 months from the confirmation of receipt of the notification or, in the event of failure to provide the confirmation referred to in point 4, 3 months from the expiry of 7 days from the date of submission of the notification, unless the applicant did not provide a contact address. to which feedback should be provided;understandable and easily accessible information on making external reports to the Ombudsman or public authorities and, where appropriate, to European Union institutions, bodies, offices or agencies.How does FaceUp system meet the requirements of the whistleblowing law in Poland? Ensure compliance with whistleblowing law in PolandGet in touch with our specialist today to arrange a free consultation and discover how FaceUp can assist you in complying with Polish law. Categories of person who may report (in addition to those specified in the Directive)Employees (also temporary employees and candidates), interns, trainees, volunteersWorkers employed on a basis other than an employment relationship, including civil law contractsEntrepreneursShareholders or partnersMembers of the administrative, management or supervisory body of a legal entityPersons working under the supervision and direction of contractors, subcontractors and suppliers, including on the basis of civil law contracts Public officers (e.g. policeman, board guards, etc.)SoldiersAlso any ex-worker mentioned above Other persons, in cases where information concerning a breach has been acquired during any process or other pre-contractual negotiations (suppliers of goods and services, corporate bodies candidates etc.) Methods of reportingOral: by telephone or via other voice communication systems  An oral report made via a recorded telephone line or other recorded voice communication system, with the consent of the reporting person, is documented in the form of: a recording of the conversation, enabling it to be searched, ora complete and accurate transcription of the conversation An oral report made via an unrecorded telephone line or other unrecorded voice communication system is documented in the form of a conversation report prepared by the authorized unit or person which reproduces the exact course of this conversation. The reporting person may check, correct and approve the transcript of the conversation or the conversation protocol by signing them. An oral report may be made through a direct meeting organized within 14 days from the date of receipt of such request. In such a case, with the consent of the applicant, the application is documented in the form: a recording of the conversation, enabling it to be searched, orminutes of the meeting prepared by the entity or person which reproduces the exact course of this meeting. Written: Written notification may be submitted in paper or electronic form. Sharing of whistleblowing channelPrivate entities for which at least 50 but not more than 249 people work may, on the basis of a contract, establish common rules for accepting and verifying reports and conducting explanatory proceedings, provided that the activities performed are consistent with the Act. These entities are separate administrators of personal data obtained in connection with the receipt and verification of notifications. Administrators do not have access to each other's data obtained by a separate administrator. Sharing of the whistleblowing channel or authorizing an external unit to handle notifications does not waive the liability of the legal entity to comply with the obligations set out in the Act, in particular maintaining confidentiality, providing feedback and taking follow-up actions.
4 min read
Employee feedback software

Elevate employee engagement and drive organizational success with feedback software

What is employee feedback software?Employee feedback software is a tool designed to capture the insights, suggestions, and opinions of your team members, fostering an environment of continuous learning and development. While customer feedback has been a cornerstone of business improvement for decades, forward-thinking companies across the US are increasingly valuing employee input as a critical resource for enhancing their operations and workplace culture. This software enables organizations to tap into their most valuable asset—their employees—to drive innovation, improve processes, and create a more engaging and productive work environment. A feedback software solution streamlines the process of gathering, organizing, analyzing, and showcasing employee feedback, making it effortless to harness insights for strategic improvement. Why should your organization collect feedback from its employees?Benefits for employers:Enhance Training and Development: Employee feedback software enables managers to pinpoint specific training needs and growth opportunities within their teams. It provides a streamlined method for recording and referencing feedback, consolidating all insights in one accessible location.Strategic HR Insights: This tool aids HR departments in transforming feedback into actionable plans. It highlights areas where managers may require additional support or training, contributing to a more effective leadership structure.Reduce Turnover: By addressing concerns and valuing employee feedback, organizations can significantly lower turnover rates, cutting the high costs and productivity losses associated with replacing staff.Internal Resolution: Keeping feedback within the organization minimizes the risk of external grievances, reducing the chance of employees seeking third-party interventions, such as media exposure.Innovative Ideas: A feedback system is an excellent channel for uncovering valuable suggestions and ideas from employees, fostering a culture of innovation and collaborative improvement.Cultivate a Feedback Culture: Implementing a robust feedback system promotes continuous improvement, enhances productivity, and instills a sense of openness and ownership among employees, creating a more dynamic and engaged workplace.Benefits for employees:Empowerment through Feedback: Employees can both request and provide feedback, anonymously if desired, empowering them to actively participate in their personal and professional development.Recognition and Value: The act of soliciting feedback makes employees feel appreciated and listened to, reinforcing their value to the organization.Openness and Transparency: Working in an environment that encourages feedback signifies a commitment to transparency and open communication, fostering a positive workplace culture.Safe and Anonymous Contributions: The option to submit feedback anonymously ensures that employees can express concerns without fear of retaliation, promoting honesty and constructive criticism. Some possible use cases of feedback softwareThe beauty of feedback software lies in its versatility and the vast potential for customization to meet your company's unique requirements. While the applications are nearly limitless, offering numerous opportunities for innovative use, here are a few examples of how you could leverage this solution to benefit your organization: Employee questionnaires Employee satisfaction surveysCompany culture surveysCompany facilities & benefits surveysOnboarding surveysProfessional development surveysPerformance appraisal surveysExit surveysInternal Q&A platformYou might wonder, "Why not just use a Google Form for feedback collection?" While that's a viable option, it falls short of offering key functionalities that can significantly enhance the feedback process, such as guaranteed anonymity and the capability for ongoing dialogue. Advanced feedback platforms, such as FaceUp, elevate the experience by enabling you to establish a comprehensive resource center on specific subjects. This can include uploading FAQs, resource materials, links to webinars, and much more, providing a richer, more engaging environment for feedback and learning. Top 10 solutions for employee feedback softwareG2.com is the go-to source for software reviews, bringing together user ratings to calculate an average score out of 5 for various software options. Let’s highlight a few of G2's top picks for employee feedback tools. These aren't just the highest-rated on average. Instead, they're the tools that not only receive a lot of positive feedback but also maintain strong overall scores, making them both popular and trusted among users. FaceUpRating: 4.9/5 (61 reviews) FaceUp is more than just a whistleblowing platform; it's a secure, user-friendly solution that empowers people to speak up with confidence. Reporting wrongdoing with FaceUp is a seamless process, accessible through a website or mobile app in just two clicks. It features customizable reporting forms and advanced report management that is available in 113 languages. By adhering to GDPR requirements, obtaining ISO 27001 certification, and ensuring end-to-end encryption with two-factor authentication, FaceUp stands as a fortress of privacy. The ease of integration through API with a company's intranet, website, or app means that FaceUp seamlessly becomes a part of the organization's ecosystem. It goes beyond basic compliance with the EU Whistleblowing Directive and Whistleblower Protection Act - it helps create a culture of transparency and integrity. With over 3,000 organizations worldwide placing their trust in FaceUp, it stands out both for its features and its commitment to making the world a better, safer place.  Whistleblower SoftwareRating: 5.0/5 (102 reviews) Whistleblower Software excels in compliance with the EU Whistleblower Protection Directive for organizations of all sizes. It has a user-friendly interface which makes it an ideal choice for those focused solely on compliance. However, organizations seeking a broader range of features might find other solutions more suitable. AllVoicesRating: 4.4 (73 reviews) AllVoices is an employee relations platform that leverages AI to streamline HR operations. It focuses on improving the employee experience as it is optimized for quick responses. Users rate it for its strong performance in employee engagement and HR case management. SpeakUpRating: 4.6/5 (19 reviews)SpeakUp positions itself as a comprehensive whistleblowing and case management system, with an intuitive and adaptive platform. It's optimized for organizations with complex needs that ensures compliance with multiple international standards. Their users appreciate their focus on security and privacy. NotMe SolutionsRating: 4.9/5 (49 reviews) NotMe Solutions is said to be a highly user-friendly, 2-in-1 whistleblowing and case management platform. It’s known for its effectiveness in addressing sexual harassment, discrimination, and various misconducts. It stands out for its fast implementation and AI-powered report management system that facilitates anonymous reporting and real-time analysis.  Ethico (formerly ComplianceLine)Rating: 4.7/5 (45 reviews)Ethico offers a comprehensive suite of solutions that aims to manage risk and boost healthy corporate cultures through effective whistleblower and case management software. They also include support such as innovative e-learning programs. Ethico excels in providing a human-focused approach, however, it ranks 17th in ease of use within its category, so some users might find alternative solutions with more intuitive interfaces slightly more accessible. OneTrust Ethics and Compliance CloudRating: 4.1/5 (18 reviews) OneTrust Ethics and Compliance Cloud (aka Convercent) offers what they call the Trust Intelligence Platform that’s designed to deal with challenges through automation and regulatory guidance. It emphasizes data protection with certifications like ISO 27001/27701 and SOC 2 Type II. Their platform aims to simplify audit preparations with automated evidence collection. NAVEX OneRating 3.8/ 5 (49 reviews)NAVEX One offers a unified Governance, Risk, and Compliance Information System (GRC-IS) aimed at enhancing corporate culture through integrity. Their focus is on risk and compliance management. It boasts functionalities including 24/7 hotline support, incident analysis, and IT risk management.  EQS Integrity LineRating: 4.7/ 5 (41 reviews) EQS Integrity Line offers a secure and anonymous whistleblowing hotline that’s designed for employees to report issues like corruption and harassment. It emphasizes the protection of whistleblowers through encryption and strongly focuses on security and anonymity.  WhispliRating: 4.9/5 (64 reviews) Whispli supports compliance officers with a case management system and offers a secure, anonymous reporting channel through mobile apps. It has an emphasis on ease of use, multi-language support, and compliance with international standards. Their users appreciate the comprehensive approach to managing and acting on reports. Features of good employee feedback softwareRemove the administrative work from giving and receiving feedback with reusable, customizable templates. Make providing feedback secure and easy with anonymity, attachments, and voice messages. Get all the additional information you need with follow-up communication Get an overview of the feedback you’ve received with built-in analytics and reporting. Integrate your feedback software with your other internal tools using an API connection. Stay up to date with everything with email and other notifications. Anonymity - why it’s a key part of any feedback softwareExploring the significance of anonymity further, let's focus on why it's an indispensable feature of any employee feedback solution, from both the perspectives of employees and employers: For Employees:Confidence in Privacy: Anonymity empowers employees to share their feedback without fear of exposure or reprisal, fostering an environment where they feel safe to express genuine concerns and ideas.Freedom to Speak Up: It allows for more open communication about sensitive issues that might be challenging to discuss face-to-face, ensuring that crucial feedback isn't left unsaid.Feeling Valued: Knowing their input is welcomed anonymously helps employees feel respected and acknowledged, enhancing their sense of belonging and value within the company.For Employers:Increased Engagement: The promise of anonymity encourages more employees to actively participate, significantly boosting the quantity and diversity of feedback gathered.Discover Hidden Insights: Anonymity can unveil unique ideas and highlight issues that might not surface in a non-anonymous setting, offering valuable insights that can drive innovation and solve underlying problems.Cost Savings: Anonymity in feedback mechanisms can lead to substantial financial savings by bringing to light issues like potential theft or fraud early on.Legislative Compliance: It helps ensure that the organization stays in line with relevant laws and regulations, particularly those related to privacy and whistleblower protection.FaceUp - Embrace a culture of speaking upReady to embrace a culture of speaking up within your organization? Experience the transformation firsthand with FaceUp. Sign up for our complimentary 14-day trial and explore how we can support your journey towards a more open and responsive feedback environment.  Or get in touch with our specialist today to arrange a free demo to see FaceUp employee feedback software in action.
8 min read
Whistleblowing Pinya HR - FaceUp partner

Why did Pinya HR decide to integrate FaceUp as a new software module? Interview with Dita Salajková.

Pinya HR is a system for managing HR processes and has recently integrated whistleblowing platform FaceUp as a new module. As a result of this partnership, employees can easily and securely submit their concerns regarding unethical conduct in their company for investigation. In just one click, they can quickly and easily move from Pinya HR directly to the FaceUp reporting form, where they enter their report and submit it for evaluation. We spoke with Dita Salajková, the product manager responsible for this integration. What made you decide to include a whistleblowing module in Pinya HR? Was this module planned for a long time or did you start to think about it after the law changed?We started to consider implementing the module on the back of client requests. The ability to submit reports clearly belongs in a piece of HR software since a large portion of reports come directly from employees. In many respects, Pinya HR is a self-service tool for employees, they can manage things such as vacation requests or take part in online training courses. In all likelihood, this would also be the first place they would look to submit a whistleblowing report. Why did you decide to work with us? Did you consider developing it in-house?Of course, our development team debated whether we could build the module ourselves. After an initial analysis, we opted to partner with an established provider. It made sense for us to use a platform that is separate from the data and identities in the HR system, allowing for completely anonymous reporting. Moreover, our clients can use it to garner reports not only from their employees, but from other stakeholders, such as suppliers or customers. Did you look at other platforms? Why did you choose FaceUp?We considered several tools. We went for FaceUp because it fulfils all the legal and security requirements stipulated in the legislation. Another big plus is the fact that it is extremely intuitive to submit and work with reports, both for the whistleblower themselves and the person handling the report. In addition, FaceUp provides instruction templates and materials to communicate the introduction of the tool within a company, which is hugely appreciated by most of our clients. What did the partnership process look like, from the first meeting up to the integration into Pinya HR?In terms of planning the new product features, it was my role to find the right tool and, together with the development team, to come up with an integration method into Pinya HR. From the very first meeting with FaceUp we were on the same page. You have a very well-thought-through partnership programme, so the main task was to choose the partnership and communication type, everything else looked after itself. How does an integration like this actually work?The integration consists of the ability to submit reports directly from the Pinya HR environment. An employee can see the option to submit a report within the system that they are familiar with using to manage a range of HR tasks. From the system’s home dashboard, they arrive at a page which, even before submitting the report, informs them how the report will be processed, that their report is anonymous etc. For the person who processes reports, there is a link in Pinya HR which takes them to the report admin area. What are the benefits of using a whistleblowing platform through Pinya HR?We always strive to maintain a good relationship with our clients based on trust, most of them know members of our support team personally. A big advantage of using a whistleblowing platform through Pinya HR is that these same familiar faces can help our customers set up the whistleblowing module and provide training. The environment is therefore integrated not just for the whistleblowers, but also for those who are responsible for managing the whistleblowing channel. Another advantage is that if the need for expert legal consultation arises, we can contact the customer through our partner legal office. Last but not least, as part of our partnership agreement with FaceUp, we are able to offer significantly lower licensing rates. What is the most common reaction of your customers?We have offered the module since mid-July and since we launched it on production, we have received a great response from our customers in larger firms. Several of them have already acquired the new module, whilst others are discussing it internally. The feedback we’ve gotten so far has been overwhelmingly positive, not least due to the simplicity of implementing the module. We are able to set up and activate everything for the client in just one short meeting. What impact do you think this module will have on the working environment and company culture of those businesses using Pinya HR?Our long-term strategy is to use Pinya HR to support open communication. We have come across dozens of companies at business meetings and training courses and our experience is that a transparent culture founded in maximum communication equals happy employees. It is a pleasure to work as a supplier for these companies. The ability to securely submit a report of problematic conduct is definitely a step towards employees feeling safe in the workplace.
4 min read
what is whistleblowing system for companies

What is a whistleblowing system?

A whistleblowing system is a channel primarily used by employees or other stakeholders within a company or organization to report instances of wrongdoing or unethical conduct. Whistleblowing systems can also be used more broadly as a way for individuals to submit their feedback, suggestions, or ideas for improvements. These days, whistleblowing systems tend to be online, either as standalone solutions, or as part of HR software packages. How does a whistleblowing system work in practise? A whistleblowing system must provide a secure, reliable, and easy way to submit reports. When introducing a whistleblowing system, it is also important to consider that whistleblowers should have the option to submit reports in writing, orally, and in person.  In simple terms, whistleblowing systems are made up of the reporting stage and the investigation phase. The whistleblower uses a reporting form to submit their concern, idea or feedback. This report is received and handled by an authorized individual in the organization, sometimes called an assignee. This is set out in an organization’s internal whistleblowing policy.They may then go back to the whistleblower for more information in a series of follow up communication. Depending on the nature of the report, the assignee may escalate the issue to management and action may be taken against the perpetrator of the offense. The whistleblower will be notified of any action taken.Whistleblowing platforms are equipped with features to make this process as easy and intuitive as possible.  The foundation of a whistleblowing system usually consists of specialized whistleblowing software like FaceUp, which has the advantage of being available anytime and anywhere, ensuring the safety of reporters, allowing ongoing communication after the report has been submitted, and offering easy and clear report management, including those received from other sources. What are the benefits of a whistleblowing system?The benefits of introducing a whistleblowing system in your organization are numerous and varied. They include: Empowering employees and other stakeholders to speak out when something is wrong.Promoting a culture of openness and transparency.Reducing costs incurred through fraud, theft, high employee turnover, legal disputes, missed opportunities, and others.Protecting your organization’s reputation by keeping issues private and out of the press.Preventing legal issues and the associated costs and reputational damage.Improved productivity as a result of a happier, more engaged workforce.Increased customer trust by demonstrating your commitment to an ethical workplace.Discovering previously unearthed areas for improvement.Remaining compliant with the relevant whistleblowing legislation in your region and any standards or certifications you have adopted.Which companies need a whistleblowing system?Clearly, all organizations would benefit from implementing a whistleblowing system for the reasons mentioned in the previous section.  If you are in the EU and your organization has more than 50 employees, you are legally obliged to introduce a whistleblowing system. You can read more about the EU whistleblowing directive here. In addition, if your organization adheres to any standards and certifications, such as ISO 37001 or IATF 16949 etc., a properly functioning whistleblowing system is part of remaining compliant.  Should companies allow anonymous reporting?One of the most important functions a whistleblowing system can have is that of anonymity. Allowing whistleblowers to submit reports anonymously is key to encouraging use of the system and in protecting whistleblowers from any potential retaliation or other negative impact on their professional life. Read more about the importance of anonymity for a whistleblowing system.  Usually, organizations are not inundated with reports, especially once the system has been up and running for a while. A good guide is that you can expect to receive in the region of 8 reports per 1000 employees each year.  How best to introduce a whistleblowing system into your organization?Effective implementation of a whistleblowing platform is key to ensuring it is used. This starts with communicating the very existence of the system via your usual internal communication channels and frequently reminding employees that it is there for them to use thereafter. Your employees must be able to have access to all the information they need in order to speak out. This means educational materials i.e. prints materials, emails, training sessions and more. It’s crucial that employees know how to make reports, what protections they are entitled to, and what counts as reportable conduct.   A whistleblowing system isn’t a ‘one and done’ situation, it should evolve as your company changes and be updated regularly. The final, but no less important, part of a whistleblowing system is properly informing employees and all interested parties of its implementation. The best way to do this is by adopting an internal whistleblowing policy that should:• explain the importance of whistleblowing • define the basic terms • specify possible reporting methods • explain who is covered by whistleblower protections • describe the process for handling reports • provide the name and contact information of the appropriate person Need a whistleblowing policy template to get started? Download whistleblowing policy here. Real-world experience of whistleblowing systemsAt FaceUp, we love to hear real-world examples of whistleblowing systems being put into practice. These use cases can be varied and surprising.  For example, sports equipment retailer SPORTISIMO discovered through FaceUp that they weren’t stocking women’s sizes for certain shoes and then remedied the situation. The Brno-Centre Municipal Office used FaceUp’s whistleblowing system to unearth a long-standing case of bullying which, once resolved, led to an increase in productivity. Industrial company Akka wanted to communicate more effectively with their employees and obtain feedback. Before implementing a whistleblowing system, none of their employees would raise anything for discussion in meetings. Now they use FaceUp to gather people’s thoughts and talk them through during meetings. Read more about our clients’ experiences. The best solutions on the market and whistleblowing system alternativesThere are many different solutions and whistleblowing system providers on the market in 2024. Here are some of the best and links to their G2 profiles: FaceUp Whistleblowing SystemWhistleblower SoftwareSafecallEQS Integrity LineAllVoicesSpeakUpWhistleBEthicoNotMe SolutionsWhispliWhat are the alternatives to implementing a whistleblowing system?EmailHotlineIn-personOmbudsmanAll of the alternatives listed above have their issues, most notably the lack of anonymity. In theory, steps can be taken to provide a level of anonymity for email and hotline reporting, although in practice this can be hard for organizations to execute. An ombudsman has their benefits in that they are an impartial party, but the whistleblower still has to reveal their identity to them at the very least. Other use cases of FaceUp Whistleblowing SystemOne of the significant benefits of a FaceUp Whistleblowing System is that it can be used for much more than just whistleblowing.  FaceUp can be effectively utilized in the following four key areas: ESGHR and employee satisfaction Legal and complianceMisconduct prevention FaceUp Whistleblowing System can also be used as: An anonymous reporting toolAn online suggestion boxAn ethics hotlineA customer complaint toolAn incident and observation toolAnd can be employed also in the following use cases: Employee questionnaires Collecting stakeholder feedback (for example: onboarding surveys, employee satisfaction questionnaires, software implementation follow ups, safety feedback…) Approval managementHR Case management Employee engagementWorkplace investigationsCode of ethicsConfidential conversationsQ&A platformWho is a report assignee?The key element of a whistleblowing system is the designated person who receives and deals with the reports. They are the only person who is in (direct) contact with the whistleblower and who is allowed to familiarize themselves with the contents of the report.  If requested by the whistleblower, report assignee must be able to receive the report face to face. In addition to evaluating the validity of the report, the assignee proposes solutions to the problem and is responsible for informing the whistleblower about the report's acceptance and outcomes.  Therefore, it is important to choose the right person. They should be knowledgeable about their rights and responsibilities, understand the legal requirements of whistleblowing, and have received proper training and education.  Employees from compliance and HR departments are usually appointed to this position, along with or corporate lawyers. If no suitable person is found within the organization, an external person can also be appointed. Moreover, it is possible, advisable even, to have multiple assignees and allocate them different areas of concern. Are you looking for a whistleblowing system?For a reasonably priced, feature-rich whistleblowing system with the highest level of security and usability, why not give FaceUp a try? Book a consultation with our whistleblower specialist today.
7 min read
The Whistleblower Protection Act

Whistleblowing in the USA: A Guide to Legal Protections and Best Practices

Whistleblowing is the process where an employee or any other individual in an organization reports an instance of wrongdoing or criminality. In the past, this was done through offline means such as a phone line, trust box, or in person, whereas these days, whistleblowing reports are often submitted through a piece of whistleblowing software, such as FaceUp. Whistleblowing platforms have many other uses for businesses, such as case management, surveys, questionnaires, employee feedback and so on. How does whistleblowing protection work in the USA?In the EU, whistleblowing protection is relatively universal thanks to the EU Whistleblowing Directive (2019), whilst whistleblowing protection in the USA is patchier and is dependent on the sector in which you work and what it is you wish to report. The Whistleblower Protection Act The Whistleblower Protection Act (1989) is the broadest piece of legislation introduced in the US, but it does not provide protection for all whistleblowers, far from it. The Whistleblower Protection Act only protects federal employees, although private sector workers may be protected under topic-specific federal laws, like the Occupational Safety and Health Act, but only a small section of unlawful activity is covered by such laws. Private sector workers do not enjoy any kind of whistleblowing protection if they are reporting violations of federal laws with no whistleblower protection or state law. However, there may be some protection for them under local laws. Moreover, in the US, union officials are exempted from whistleblower laws. What is the best practice in terms of whistleblowing in the US?Whislteblowers.org lists the four following steps as best practice for whistleblowing law in the US, which companies could introduce independently if they so wish. They are: Confidentiality - A common thread throughout whistleblowing protection legislation, anonymity/confidentiality has the twin benefit of protecting whistleblowers from retaliation and encouraging them to speak up in the first place.Offering a reward - In many cases, whistleblowers provide information which allows prosecutors to recuperate money. It is advised that whistleblowers are offering a portion of this money as a reward for their courage and to encourage others to follow suit. Remediation in cases of retaliation - These are measures to mitigate the damages a whistleblower may face after speaking out. They include back pay, being reinstated in their job if unfairly fired, front pay (when finding a new job), out of pocket losses, and so on.Independent reporting channels - Allows whistleblowers to submit reports to a neutral third-party.Even though the legal provision for whistleblowing is less universal in the USA than in other parts of the world, implementing a whistleblowing system is still hugely advantageous for private companies. Some of the benefits for US companies to implement a whistleblowing platform include: Prevention of legal disputesImprovement of company cultureProtection of the company’s reputationIncreased productivityIncreased customer trustMay be an investor requirementWhat is protected disclosure?Where whistleblower protections do exist, a protected disclosure is anything that a whistleblower reports that they reasonably believe is evidence of a violation of any law, regulation, or rule, or represents gross mismanagement or waste of funds, abuse of authority, or a substantial and specific danger to public health or safety. What is the best whistleblowing solution for US companies?Choosing a suitable whistleblowing platform for your organization is not always an easy task. As a general rule of thumb, good platforms include the following key features (not an exhaustive list): Reporting formsAnonymityUser-friendly UX/UIHigh security (E2EE, 2FA, penetration testing)CustomizationTwo-way communicationFor a reasonably priced, feature-rich system with the highest level of security and usability, why not give FaceUp reporting tool a try? Book a consultation with our specialist today. 
3 min read
FaceUp whistleblowing system

FaceUp Takes Home Compliance Management Software Accolade From Leading B2B Platform

FaceUp whistleblowing system recently received an esteemed industry award from a leading B2B review platform, proving the brand’s top-of-the-line and superior performance as a compliance management software.  FinancesOnline, one of the most respected software review platforms today, presented FaceUp whistleblowing system with a Rising Star Award, recognizing our brand’s rising user base and fast-growing popularity. The award is given to considerably new software products that have gained market validation over a brief period.  Among other parameters, FinancesOnline examined the substantial volume of positive comments and social mentions on our platform as a mark of user satisfaction. The FinancesOnline software reviewers also authored a comprehensive FaceUp review and concluded that it exhibits robust features to help business leaders succeed. They also evaluated our support agents and found our staff knowledgeable and responsive.   The software reviewers acknowledged our product’s usability and comprehensiveness in their assessment. Among the FaceUp features they highlighted are its intuitive interface, report form, and management.  Their report mentioned how the software’s intuitive interface allows companies to set up their account structure according to their sections or departments and add members. In addition, it lets users add their members to specific reporting categories. The reviewers also noted how the platform enables organizations to generate a unique access code that employees or students can sign into. If you’re facing a more sensitive case, such as psychological or corruption issues, you can delegate those to external specialists. However, they can only access information related to the concern.  Besides these functions, the expert reviewers lauded the report form feature, which offers an anonymous option. It guarantees anonymity for students or employees who want to report a problem and lets them reveal their identity if they want to. In addition, anyone who wishes to bring up an issue can send their reports through forms or voice messages with attachments. Furthermore, they don’t have to worry since the platform conforms with the whistleblower protection laws and the General Data Protection Regulation. In addition, the report management feature enables two-way communication with the individual reporting a concern. This will let the person handling the case verify with the whistleblower any further details they need. In case they receive manual documents, they can add them to the tool and record all reports.  A recent study forecasts the global compliance management software market to reach $74.8 billion by the year 2028. That’s a compound annual growth rate of 10.9% from the year 2021. With the demand for the solution increasing, it’s no surprise that FaceUp, with its cutting-edge capabilities, is becoming one of the most reliable compliance management software.  All these features are what review platforms seek in their list of top compliance management software today. FaceUp would like to thank FinancesOnline for acknowledging our dedicated efforts. Receiving recognition from reputable organizations such as this one drives us to do even better at delivering premium compliance management solutions.  We also would like to thank the devoted teams who have trusted us with their compliance management needs. Rest assured that we will keep on delivering trustworthy services and develop more features in the future so you can enhance your total experience and fulfillment with our platform. We look forward to more decades of collaboration with you and supporting you to maximize your team management efforts.
3 min read
Faceup blog post

What is anonymous reporting and why is it so important?

Anonymous reporting is when an employee or stakeholder within an organization submits a report detailing an instance of wrongdoing or illegal activity without revealing their identity to the individual charged with receiving the reports.  Their report could contain evidence of internal fraud or theft, bullying, harassment, or some other kind of misconduct. It might also contain a suggestion for an improvement to the way the company operates. What are the benefits of anonymous reporting?Adding an anonymous element to your whistleblowing process has a range of benefits for both the company and the whistleblower. Here are a few of the key ones. For the whistleblowerConfidence to submit a report without revealing their identityAvoid any potential retaliation, such as bullying or lack of career progressionBeing part of an organization that is open, transparent and encourages honest feedbackFeeling valued and heardFor the companyGreater likelihood of receiving reportsSave money otherwise lost to fraud or theftOpportunities to unearth lucrative ideas that might not have been sharedKeeps issues inside the organization, avoiding negative media attentionCompliance with whistleblowing legislation and other standards and certificationsHow do I implement an anonymous reporting tool in my organization?The key to successfully implementing an anonymous reporting tool is clear communication. This involves an announcement of the introduction of the tool, an explanation of how it works and when it should be used, plus regular reminders and follow up training sessions to ensure take up. FaceUp is a secure, intuitive and easy to use anonymous reporting tool with a rich set of features. FaceUp can provide you with some handy materials and templates to make sure that implementation goes as smoothly as possible. For a reasonably priced, feature-rich system with the highest level of security and usability, why not give FaceUp reporting tool a try? Book a consultation with our specialist today.
1 min read