Whistleblowing software
Your whistleblowing policy demonstrably in order and trusted in use
The Whistleblowers Protection Act requires organisations with 50 or more employees to have an internal reporting channel, and as a director or the person responsible for HR or compliance you not only want to meet that duty of care but also be able to demonstrate it. Soterna provides the software for it: secure reporting, case management, deadline tracking and an append-only audit log that is ready for the regulator, the auditor and the works council.
Safe reporting
Protection that counts, also beyond the office
Whistleblowers deserve more than a form. Soterna safeguards confidentiality and careful follow-up: signals reach you internally and your duty of care stays demonstrable.
Complete reporting channel
Everything the Whistleblowers Protection Act requires, verifiably recorded
From acknowledgement of receipt within seven days to demonstrable protection against detriment: Soterna supports the entire reporting procedure and records every step. This lets you show the regulator, the auditor and the works council that the policy not only exists, but also works.
Set up an internal reporting channel
A single secure channel for suspected wrongdoing, accessible to employees and, where desired, also to external parties such as freelancers and job applicants.
Anonymous and confidential reporting
Confidential under your own name or fully anonymous. With a SOT reference and access code, the reporter returns to encrypted two-way messages, without the intake recording an IP address.
Case management
A shielded case workspace per report: seven validated statuses, a due-care checklist and a mandatory closure reason, with authorised handlers and Conflict of Interest Routing.
Deadlines and follow-up
Automatic tracking of the 7-day acknowledgement of receipt for every report and the 3-month feedback for formal whistleblowing reports, with timely alerts.
Reporting
Aggregated, k-anonymous reports on numbers, themes and lead times for the board, the works council and, where required, regulators, with a hard minimum group of seven. Cases in which the reader has a conflict of interest stay out of their aggregates.
Compliance documentation
Reporting procedure, allocation of roles and an append-only log of every action at application level, with per-report-type retention and legal hold, ready to use for audits and regulatory queries.
7
Open
100%
On time
3.2 d
Lead time
SOT-4192
Misconduct
SOT-4188
Integrity
SOT-4181
Workload
SOT-4174
Discrimination
Case management from the demo environment: every report with status, route and deadline tracking, ready for the audit.
More than compliance
A policy on paper protects no one and gives you no signals
Many organisations have a policy that is formally correct but not used in practice: the reporting channel is hard to find, the procedure feels legalistic and employees fear for their position. That is why the safety of the reporter comes first here: no trust, no report; no report, no insight.
That is why Soterna combines compliance with trust
- Guided intake in plain language instead of a legal form
- Safe Route Advisor: the route to the confidential adviser also stays visible
- Privacy Coach explains at every step who sees what
- Retaliation Watch makes protection against detriment demonstrable
- One front door for whistleblowing reports and inappropriate behaviour alike
Frequently asked questions
Questions about the whistleblowing policy
Who is required to have an internal reporting channel?
Under the Whistleblowers Protection Act, employers with 50 or more employees must have an internal reporting procedure for suspected wrongdoing. For organisations in sectors such as financial services, the obligation applies regardless of the number of employees.
What deadlines apply to the handling of a report?
Every report receives an acknowledgement of receipt within seven days; for formal whistleblowing reports, feedback on the assessment and follow-up follows within a reasonable period of no more than three months. Soterna tracks both deadlines automatically and alerts handlers in good time.
Must anonymous reporting be possible?
The law requires employers to set up confidential reporting channels; anonymous reporting is strongly recommended and is being prepared as an explicit obligation. Soterna supports both: confidential reporting under your own name and fully anonymous reporting, with two-way communication so that an anonymous report remains open to investigation.
What must a whistleblowing policy contain?
Among other things: how and where a report can be made, who handles the report, which deadlines apply, how the reporter is protected against detriment and how confidentiality is safeguarded. The works council has a right of consent on the policy. You will find a complete overview in the knowledge base.
More in the knowledge base: what is a whistleblowing policy?
Begin
Test your current reporting channel against the law
Request a demo and receive our checklist for the Whistleblowers Protection Act along with it, so that you can demonstrably fulfil your duty of care.