How HR Departments Can Reverse the Trend and Encourage Whistleblowing

Since the COVID-19 pandemic, whistleblower reports have dropped significantly, raising concerns about employees' willingness to report workplace misconduct. There are several possible explanations for this trend. Workers might be keeping quiet when they see something wrong because they do not feel as secure in their jobs. Another reason could be that the rise in remote work makes it less likely that an employee will be able to detect a problem, or report an issue when they identify misconduct. 

Companies have to do their part when trying to establish a culture of compliance. There are several ways in which employers can make their employees feel empowered to report improper behavior, such as:

  • Be as transparent as possible — Workers who identify instances of misconduct want to know that their concern will be given the attention it deserves rather than being ignored. Though some situations require confidentiality for legal reasons, companies should be as transparent as they can with whistleblowers about action taken on their report. 

  • Be clear about whistleblower protections — Employers should have strict policies in place to protect whistleblowers from any form of retaliation, such as demotion, firing or harassment, and explain how the law backs up these internal controls. It’s essential to communicate that any retaliation against whistleblowers will be met with disciplinary action.

  • Outline the benefits of reporting — Even the most diligent employer cannot be everywhere. Maintaining an ethical workplace benefits honest employers and is essential for the company's success.  Some companies have found success by offering incentives for employees who report misconduct. Bonuses or recognition for those who identify issues can reinforce the importance of such actions. Incentives must be designed carefully to avoid promoting false claims, but when done right, they can motivate employees to report wrongdoing without fear.

  • Establish and promote reporting channels — Having clear, accessible and anonymous reporting channels is crucial. Employees need to know how to report suspected wrongdoing and should feel confident that their identity will be protected. Companies can set up multiple channels for reporting misconduct, including online forms, phone hotlines and a dedicated compliance officer.  

You never know when a serious situation that justifies a whistleblower report will arise. Workers who are unsure about the protections and reporting channels in their workplace should inquire about the policies in place at their company. Employers who are not engaging in best practices when it comes to whistleblowing could find themselves in serious trouble if they fail to make changes. 

Kardell Law Group provides comprehensive counsel on whistleblowing issues and delivers strong advocacy for clients whose workplace rights have been violated.