The general rules of administrative law apply. Reporting to the
whistleblowing scheme will not in itself result in the whistleblower
becoming a party to a case including obtaining the general rights of
parties (e.g. a party's right to be consulted, be informed of grounds, be
given access to documents, and potentially file a complaint). However,
there may be cases where a whistleblower will have status as a party in a
case that the report relates to or gives rise to.
According to current rules, it may be possible to get access to the name of
the person who submitted the information if the report has not been
submitted anonymously. The persons to whom the information relates may, for
example, have the right to know who submitted the information.
Persons who submit reports to the whistleblowing scheme are protected from
negative consequences associated with a report submitted in good faith. An
assessment as to whether a report has been submitted in good faith will
include assessing whether the reporting person had reasonable cause to
believe that the reported information was correct at the time of the report
and that the reported information fell within the scope of the
If an employee uses the whistleblowing scheme within the framework of the
scheme, it cannot in itself lead to dismissal or other forms of direct or
indirect sanctioning, such as a change in the employee's work area or that
the employee is not considered in connection with the allocation of
However, there may be cases where the consequences of an employee legally
using his or her right to report are of such a serious nature that it may
form the basis for the management to make reasoned use of the
aforementioned reactions towards the employee.
If as an employee, you experience being met with negative management
reactions because you have used the whistleblowing scheme, you can contact
the WB team, your staff representative or your trade union.