Noticed wrongdoing? Seven steps to report it safely
This page is not legal advice.
Reporting a problem at work can feel like a big step. These seven steps follow the public rules in Act 1171/2022. They are general information, not legal advice; if you are unsure, a trade union or a lawyer can help.
1. Check that the matter is in scope
Section 2 lists the fields the Act covers, such as public procurement, financial services, product and transport safety, environmental protection, food safety, public health, consumer protection, privacy and network security, competition and tax avoidance schemes. An ordinary workplace dispute is not covered just because it happened at work, though your organisation’s channel may still accept it.
2. Have reasonable grounds
Protection under section 6 requires that, when you report, you have reasonable grounds to believe the information is true and within the Act’s scope. You do not need proof; you need an honest, reasonable belief.
3. Choose the channel
The organisation’s internal channel is usually the first route. You may use the Chancellor of Justice’s centralised external channel (section 18), for example if there is no internal channel or you have a justified reason to believe internal follow-up failed or that you risk retaliation.
4. Decide whether to give your name
Section 17 lets the organisation decide whether it accepts anonymous reports; the channel tells you. Either way, section 32 keeps the reporter’s identity confidential. Giving a contact method makes follow-up questions easier.
5. Write the facts
- What happened, when and where, and who was involved.
- How you know: did you see it, read it or hear it from someone?
- Documents or photos you are entitled to access. Do not break the law to gather evidence.
- Leave out guesses about motives; facts are easier to investigate.
6. Keep your code safe and follow up
Save the report code (and any key) somewhere only you can reach. You need it to read replies. Unless you reported anonymously, you should get an acknowledgement within seven days (section 15) and information on the measures taken within three months (section 16).
7. Know your protection
Section 23 prohibits retaliation against a protected reporter. Section 5 describes who is protected, including employees, trainees, volunteers, people in pre-contract talks such as job applicants, and people helping the reporter. If you face retaliation, write down what happened and seek advice.