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The Occupational Health and Safety Act (TTOS) obliges employers to prevent and mitigate psychosocial risks – this also includes situations where an employee does not feel safe or is afraid to speak directly to their manager about a concern.

We are already three months into 2025. Establishing a whistleblower channel has been obligatory for all companies with more than 50 employees for exactly that long – a requirement that stems from the Whistleblower Protection Act.

The Whistleblower Protection Act, which came into effect on September 1, 2024, protects employees, shareholders, and clients in the event of corporate misconduct, but there is still confusion in certain situations about how to interpret the law precisely.

The main goal of the channel is to give employees a possibility of confidentially reporting violations. Employees must have a way of doing so orally, in writing or both. It is considered important to consider the nature of the company and its workforce.

The so-called Whistleblower Protection Act has raised many practical questions. Here are some of the most common questions that have been asked by clients of Grant Thornton Balticand the answers of our specialists.

A whistleblower has to feel safe in order to have the courage to start shining the light on problem areas in an organization. An EU directive soon to come into force imposes specific requirements on companies to ensure that those who point out problems would not end up like martyrs.