Eleven modules with which you fulfil your duty of care demonstrably

Employees work through a guided, click-based intake in plain language: small steps at their own pace, anonymously or confidentially with their name. The report is encrypted straight away and the intake records no IP address, so fewer people give up at the form.

Based on the question raised, the Safe Route Advisor works out which route is appropriate and safe: an internal confidential adviser, an external confidential adviser or the neutral, independent route. The choice stays with the employee, and every signal ends up where it can actually be handled.

Soterna supports internal and external (contracted) confidential advisers alike, with a shielded, secure working environment. Employees choose for themselves whom they feel safest with.

Sometimes every internal route feels unsafe, and those are exactly the signals you lose. The Soterna Neutral Line is an independent, human first advice line outside the organisation; follow-up happens solely with the reporter's explicit consent.

At every step, the Privacy Coach explains in plain language who gains access and what the reporter keeps in their own hands. Just before sharing, a privacy check alerts the reporter to identifying details; that check runs locally in the browser and the text does not leave the device for it.

If a report concerns a manager, an HR officer or a director, Soterna automatically excludes that person and their reporting line from access, assignment and reporting. The report goes to an independent handler; organisations can set their own conflict rules on top of this.

Board Safe Reporting gives boards and supervisory bodies aggregated, k-anonymous reports on volumes, lead times, themes and risk areas, without access to individual reports. Cells below the minimum group size of seven are suppressed, including in the heatmap and in exports.

The number of reports says little; the gap between what employees experience and what they report says everything. Trust Gap Analytics makes visible, per team, theme or period, where employees do experience something but do not report it.

Around a change programme you open a dedicated anonymous room, where employees ask questions, share concerns and fill in trust check-ins without an account or name. A confidential moderator neutralises every submission, and the board, HR and works council only see aggregated signals above a minimum group size of seven.

Retaliation is reporters' greatest fear and is, moreover, prohibited by law. After a few days, Retaliation Watch invites the reporter to a short safety check-in; if they indicate detriment, the case gets a content-free flag, the handler receives a warning and follow-up actions are recorded.

Reporters keep notes and documents safely in a personal, encrypted space, even before they decide to report. Sharing happens document by document, on the reporter's initiative, with a full audit trail: if it does come to a report, the investigation starts with a stronger case file.