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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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.
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.
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.
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!
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.
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!
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.
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.
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.
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!
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.
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!
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.
You are invoiced annually at the beginning of the subscription period. The invoice has an expiration date after 30 days.
You can cancel the subscription at any time.
Enterprise functionality can not be tried or tested via the website. If this is the case, you need to contact us.
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.
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.
Behind Visslan is the Swedish company The Whistle Compliance Solutions AB with organisation number 559327-2999.
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