How to whistleblow safely in the workplace

Why solve workplace problems and how to recognise them

When dealing with problems in the workplace, you can always refer to the Labour Code No. 262/2006 Coll., which simply tells you what your rights and obligations are from the perspective of the employee and the employer. The rest of the terms and conditions of employment are then dealt with in the employment contract.

We will divide the possible problems that you should report and deal with into three categories.

Ethical issues

These include workplace bullying and discrimination against minority groups or individuals, for example because of gender, education, religion, sexual orientation, etc., as well as ridicule, humiliation, belittling, coercion, insults or harassment.

Legal problems

Legal issues arise when your supervisor or management prevents you from taking your right to mandatory breaks, vacation, sick pay, or negligently caused an accident at work.

Criminal issues

These fall into the most serious category in terms of Czech law. We are talking here about bribes, drugs, blackmail, physical assault or even rape.

Whistleblowing discreetly and safely

Whistleblowing should not be done, but it must be reported, says an old saying. But how to do it when your boss has your back. If you report it, you’ll get fired. If you’ re afraid you’ll make things worse. You can’t tell anyone about your problems for a variety of reasons. So what do you do about it?

The Trust Box is a popular method to ensure you can report a problem anonymously and safely. But we don’t mean the classic one hanging on the wall where everyone can see you! One that anyone can steal, recognize you by your handwriting, or find out you printed the message on the printer on the fifth floor.

👉 Read also our article What is the meaning of whistleblowing?

The Online Trust Box

JOBK is always on your mobile phone. In addition to many other features such as shift scheduling, attendance reports or even leave requests, it also has an online trust box that ensures you can safely, discreetly and efficiently resolve workplace issues, whether it’s an ethical legal or criminal issue. This trust box can be requested and purchased by the company at any time.

💡NASH Tip:

How does the trust box work at JOBka, for example?

💡Everything is anonymous

Once your complaint or message is sent for investigation, it arrives as an anonymous message to the person in charge. No one knows you wrote unless you request it yourself. In fact, if you wish, you can leave your e-mail address or even a phone number in the message, and you will receive a reply.

Here at JOBC, you have two options to meet the requirements of the Whistleblower Protection Act.

The first way is the basic version of the JOBka trust box, where you simply choose to write anonymously or expect a return reply. In this case, you will provide your contact details. To manage the mailbox, we only set up a designated person or an external person to process your submissions. In either case, your message is completely confidential.

The second method allows you to write an anonymous message, to which you will also receive a reply to the contact you provided. We use our partner NNTB‘s platform for this, where we maintain complete technical anonymity. For an additional monthly payment with NNTB, you can get a more sophisticated whistleblowing platform that is fully integrated into your JOBka application. Ask our sales representative for more detailed information.

💡Questions will not go unnoticed

A designated person from the company or an external employee must read each message carefully, forward it to the relevant authorities and have the situation investigated. This ensures that the issue is not swept under the carpet.

💡Trust box is (in)mandatory

If a company employs more than 249 employees, the trust box is mandatory. Otherwise, the company management just needs to request our JOBka team, simply purchase the trustbox module, and within 10 days you will have it on your mobile phone as well.

Inappropriate or illegal behaviour requires a solution. Don’t let it go and start addressing it now.