Topic Guide: Whistleblowing

To protect a whistleblower from retaliatory action, policies should include a clear statement – backed up by real commitment – that the organisation will not tolerate any retribution against a person for raising a concern. Retribution (including all forms of retaliation, disadvantage or discrimination in the workplace) could take the form of dismissal, probation and other job sanctions, punitive transfers, harassment, reduced duties or hours, withholding of promotions or training, loss of status and benefits and threats of such actions.[1]

From within the organisation, sanctions against retaliation may include treating retaliation as a disciplinary matter, with penalties up to and including dismissal.[2]Organisations should also provide employees with access to independent and confidential advice regarding raising a concern.[3]