Activate today and get a 14-days trial period.

Try Visslan's whistleblower system without a lock-in period or credit card: completely risk-free. Experience the simplicity of peace and quiet. Whistleblowing has never been easier.

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Great! You want to try Visslan.

By registering here, you get a 14-day free trial period with full access to the Standard system. After 14 days, the subscription starts, but before that you will receive a reminder email. Should you forget to cancel the trial period, we are usually kind.

  • No credit card needed
  • No fixation (binding time)
  • No hassel
  • Risk-free
  • Full access
  • Lowest price
Common questions
Do you need any of the following?

Through Visslan's 14-day trial period, you get access to a whistleblower system in no time. If you need any of the following, however, you should contact us to get a system adapted to your needs.

  • Custom questionnaires
  • Custom design
  • More than two languages
  • Multiple subchannels
  • Advanced case allocation
  • More than 2 case handlers

Do you need any of the above?

Information
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Fill in company information

Please fill in some information about your company. If you do not advocate a company, please contact us.

Company legal name *
Company registration number / VAT number*
Company size (employees) *
Unique reporting link *

.visslan-report.se

Tell us about the company
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Contact person at the company

In order for you to get the most out of the system, we need someone to be able to contact. Please fill in information about you or another contact person.

First and last name *
Your phone number for contact *
Company email *
Your position
Contact person
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Who should be the case handler?

Visslan's standard package includes two case handlers.

We take them one at a time. You can always change case handlers later. If you want external case handling, still add a case handler here.

Name *
Username *
Email *
Case handler 1
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Who else should be the case handler?

Do you not want to add a second case handler right now?

Name *
Username *
Email *
Case handler 2
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Your system will be set up soon

We will start your system soon! In a little while, you case manager will receive an activation email.

Please read the agreement below before submitting. Contact us with any questions.

Summary
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Total:
Standard x 14 days
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Your company's path to success with whistleblowing

Establish a channel with a focus on trust and compliance.

The law is important, but it is not everything. By focusing on both trust building and compliance, better results are often achieved. In the end, it is about you as a company wanting to find out about the irregularities that occur in order to be able to correct them. There are no fewer irregularities because you do not know about them.

1.
2.
Appoint independent case manager

Appoint an independent case handler or choose an external receiving party, for example one of Visslan's partners or someone else you trust. The person/ persons must be independent and also have the expertise and power of action required to take matters further. A rule of thumb may be that there should be no one in the management team.

Establish a whistleblower policy

The whistleblower policy is a necessary document, not only to inform your employees but also when it is part of the legal requirement. It should, for example, be easily accessible and contain the whistleblower's rights and obligations, examples of what can be reported, how to report internally (oral, written, physical meeting) and how to report externally (to authorities). It can be extensive and time-consuming to develop your own policy and you can therefore take the help of Visslan's standardized one, or another lawyer if desired.

3.
4.
Inform employees about the channel

Informing your employees that you have recently acquired an internal reporting channel is important both to comply with the law, to take part in the actual benefits of whistleblowing and as a tool in your employer branding work. Be proud of your reporting channel!

Inform at least annually

Continuously informing that the channel exists is important. We recommend that you do this at least annually, but preferably once a quarter. Some choose to inform as often as every two weeks. Include brief information about your reporting channel in the onboarding of new employees and get your line managers to inform about the channel at morning meetings or similar.

5.
6.
Keep doing the right thing

Treat whistleblowers well and take reports seriously. If you receive a report, it means that you have just found out about an irregularity that might have gone unnoticed otherwise. How you then handle this report is extremely important to show that you take your employees seriously. Be a proud employer who takes responsibility!

1.
Establish a channel with a focus on trust and compliance.

The law is important, but it is not everything. By focusing on both trust building and compliance, better results are often achieved. In the end, it is about you as a company wanting to find out about the irregularities that occur in order to be able to correct them. There are no fewer irregularities because you do not know about them.

2.
Appoint independent case manager

Appoint an independent case handler or choose an external receiving party, for example one of Visslan's partners or someone else you trust. The person/ persons must be independent and also have the expertise and power of action required to take matters further. A rule of thumb may be that there should be no one in the management team.

3.
Establish a whistleblower policy

The whistleblower policy is a necessary document, not only to inform your employees but also when it is part of the legal requirement. It should, for example, be easily accessible and contain the whistleblower's rights and obligations, examples of what can be reported, how to report internally (oral, written, physical meeting) and how to report externally (to authorities). It can be extensive and time-consuming to develop your own policy and you can therefore take the help of Visslan's standardized one, or another lawyer if desired.

4.
Inform employees about the channel

Informing your employees that you have recently acquired an internal reporting channel is important both to comply with the law, to take part in the actual benefits of whistleblowing and as a tool in your employer branding work. Be proud of your reporting channel!

5.
Inform at least annually

Continuously informing that the channel exists is important. We recommend that you do this at least annually, but preferably once a quarter. Some choose to inform as often as every two weeks. Include brief information about your reporting channel in the onboarding of new employees and get your line managers to inform about the channel at morning meetings or similar.

6.
Keep doing the right thing

Treat whistleblowers well and take reports seriously. If you receive a report, it means that you have just found out about an irregularity that might have gone unnoticed otherwise. How you then handle this report is extremely important to show that you take your employees seriously. Be a proud employer who takes responsibility!

FAQ.

What happens after 14 days?

After 14 days, your subscription according to the agreement begins. You will receive a reminder e-mail before the trial period expires and should you have forgotten to cancel the trial period, we are usually kind.

What are the payment terms after the trial period?

You are invoiced annually at the beginning of the subscription period. The invoice has an expiration date after 30 days.

What is the notice period?

You can cancel the subscription at any time.

What do I do if I need customizations like those in Enterprise?

Enterprise functionality can not be tried or tested via the website. If this is the case, you need to contact us.

Can Visslan guarantee system security?

No one can guarantee the security of a system. As we have seen recently, authorities as well as banks and other "secure" systems have proven to have shortcomings. Visslan works actively to prevent and remedy any deficiencies by following modern safety standards while protecting the whistleblower's anonymity. An important part of our security work is the platform's continuous security audits and penetration tests.

What support do we get?

We help you all the way, both with intuitive guides, instructions and videos, but also personally. If you are a customer of Visslan's and need help, do not hesitate to contact us if you have questions, concerns or want tips. We are always happy to share our experiences or contacts.

For larger support matters at your request and which are not necessary for the use of the platform, such as adaptations, a small service fee is charged. Should this be the case, we always inform you about this in advance.

Who is behind Visslan?

Behind Visslan is the Swedish company The Whistle Compliance Solutions AB with organisation number 559327-2999.

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