Whistleblowers & Anti-Mobbing Compliance
A service for companies that want not only a formal internal reporting procedure, but a genuinely working system for responding to whistleblower reports, mobbing, discrimination, workplace conflicts and HR compliance risks.
The law firm helps design, organise or review the full operating model: from the procedure and reporting channels, through roles, deadlines, documentation and confidentiality, to follow-up actions, communication and support on difficult cases.
The company has a procedure, but not a system.
The reporting channel may work technically, the document may sit on the intranet, and the formal duty may be met. In a real crisis, however, questions often arise:
Who owns the case?
Who has access to the information?
How quickly should receipt of the report be confirmed?
Does the matter concern whistleblowers, mobbing, conflict, discrimination or retaliation?
When should the management board be involved?
How should you communicate with the reporting person and the person concerned by the report?
How do you avoid an allegation of retaliation or a breach of confidentiality?
Without clear answers, decision-making becomes chaotic, HR is overloaded, procedural errors become more likely, and the matter may escalate outside the organisation.
Mateusz Sawaryn
Managing Partner Counsel
Our solution
What you receive exactly
Audit of the current reporting system
Review of procedures, channels, roles, deadlines, documentation, confidentiality, communication and the system’s practical usability.
Drafting or updating the internal reporting procedure
A document written so it can be applied in practice, not only shown during an audit.
Role and responsibility map
Defining who receives reports, who verifies them, who runs the investigation, who takes decisions, and when the matter goes to HR, compliance, the management board or an external adviser.
Rules for conducting explanatory proceedings
A standard for interviews, gathering materials, documenting findings, protecting the people involved and closing the case.
Documentation and confidentiality standard
Templates for notes, registers, authorisations, reports, recommendations, decisions and communication with the people involved.
Integration with HR compliance and anti-mobbing
Linking the whistleblower system with the anti-mobbing policy, ethics rules, conflict-reporting paths and organisational culture.
Training and ongoing support
Preparing the people responsible for handling reports and providing law-firm support on more difficult cases.
Who this service is for
Who this service is for
HR Manager / HR Director
For people responsible for handling employment, mobbing and conflict matters safely.
General Counsel / Compliance Officer
For people who must ensure the reporting system complies with the rules and reduce the risk of procedural errors.
CEO / Management board member / COO
For decision-makers who want control over internal risks without engaging in every operational detail.
Social proof
How the value of this service looks in practice
Assess and map risks
We review current documents, reporting channels, roles, past practices, organizational structure and points where issues may arise.
Design the system and documents
We create a practical operating model: procedures, roles, escalation routes, documentation standards, communications and investigation rules.
Implement the process
We turn documents into practice by preparing responsible staff, discussing scenarios, training the team and explaining how to respond to a first report.
Support, monitor and improve
After rollout, we can support difficult reports, update procedures and assess the system’s effectiveness.
Work stages
How cooperation looks
This service is for companies that need more than a formal internal reporting procedure: they need a working system for responding to whistleblower reports, workplace bullying, discrimination, employee conflicts and HR compliance risks.
We help design, organise or review the whole operating model-from procedures and reporting channels through roles, timelines, documentation and confidentiality to follow-up actions, communications and support in difficult cases.
Mateusz Sawaryn