The Whistleblower Protection Act, which has been in force since July 2, 2023, has reached a new phase. With the December 17, 2023, the transition period for companies with 50 to 249 employees ended. From the December 18, all companies above this size are required to implement and operate internal whistleblower systems. This marks an important step in the protection of whistleblowers and in the compliance structure of companies.
The law aims to provide comprehensive protection for people who point out wrongdoing in companies. The key requirements include the establishment of secure internal whistleblowing systems through which information can be provided verbally, in writing or in person. Internal reporting offices are obliged to confirm information within seven days and to report on measures taken within three months. In addition to internal systems, an external reporting office will be set up at the Federal Office of Justice, and federal states can set up additional reporting offices. The law provides for a reversal of the burden of proof to protect whistleblowers from discrimination, and claims for damages are possible in the event of reprisals.
This means a series of measures for companies. A central reporting office can be particularly useful in group structures. Companies must define guidelines on how to deal with reports, and in companies with a works council, co-determination rights must be observed. Companies must be careful not to give the appearance of reprisals.
The Whistleblower Protection Act represents an important development in the area of employee and compliance protection. Companies must now ensure that they meet the requirements of the law in order to both protect their employees and avoid legal consequences.
For further information and support in implementing the Whistleblower Protection Act in your company, you can contact me at any time.
