Whether in the Anti Money Laundering Act (GwG), the Whistleblower Protection Act (HinSchG) or the Supply Chain Due Diligence Act (LkSG) - the introduction of a whistleblowing system is now prescribed almost across the board in a variety of ways.
Fines can be avoided by providing secure reporting systems. Reports submitted via an internal reporting centre can also warn of internal risks of any kind and thus contribute to sustainable corporate development.
Provide your employees with a simple and secure whistleblowing system. If necessary, you can also benefit from the professional processing of incoming reports by our experts.
Duration: 45 Minuten
Duration: 30 Minuten
Duration: 45 Minuten
The "GwG" obliges the establishment of an anonymous possibility for whistleblowing, regardless of the number of employees.
The "HinSchG" obliges companies with 50 or more employees to set up an internal whistleblowing system.
The "LkSG" obliges companies with 2,000 or more employees (from 2024 also from 1,000) to set up a whistleblower system.
The Kerberos whistleblower system is easy to use and quick to set up. This ensures a quick and uncomplicated implementation.
The whistleblower system is DSGVO compliant. Kerberos is also ISO27001 certified and follows the highest security standards in handling sensitive data.
The Kerberos whistleblowing system complies with the necessary standards of the GwG, HinSchG and LkSG and can be used in all cases.
Depending on your needs, the Kerberos whistleblowing portal can also be used as a whitelabel solution.
A whistleblower system is intended to create a structured way of dealing with information about breaches of rules within a company. In particular, anonymous whistleblowing systems should also ensure that employees report violations even if they incriminate their superiors, for example.
Typical examples of information provided by whistleblowers include violations of internal compliance measures. These include, for example, violations of data protection guidelines, corruption, mobbing, but also criminal offences committed by employees such as fraud, money laundering or espionage.
If employees discover violations of rules, it depends on the contact person in the company how the violations of rules are punished. If rule violations are committed by direct superiors and they then have to deal with them, making a report can even have a negative effect on the whistleblower.
In the worst case, employees do not even submit a report for fear of negative consequences. In this way, grievances in companies can spread unhindered.
Another possibility is for whistleblowers to publish breaches of rules through government reporting channels or even the press. This can have high reputational and financial consequences for companies as well as for whistleblowers.
An internal whistleblowing system, on the other hand, allows whistleblowers to report anonymously without fear of negative consequences. Experts can follow up on tips. Breaches of the rules can be remedied effectively and quickly. This structural approach not only promotes safer and more sustainable corporate development, but also strengthens the relationship of trust between employees and employers.
The LkSG requires companies with 2,000 or more employees to set up a whistleblower system. This obligation will be extended to companies with up to 1,000 employees as of 2024. This also affects companies that consist of several subsidiaries and only together reach the respective number of employees.
In addition, the LkSG stipulates that all potential stakeholders may make use of the submission of notices. This means that employees of direct suppliers must also be given access to the whistleblowing system. The whistleblower system must also enable an exchange with whistleblowers while maintaining confidentiality of identity and effective protection of the parties involved.
The exact handling of tips as well as whistleblowers must be laid down in rules of procedure, which must be made publicly available.
The whistleblower system of Kerberos meets all requirements of the LkSG. If required, we can also support you together with our partners in defining rules of procedure and handling incoming tips.
According to the Anti Money Laundering Act, obligated parties must give their employees the opportunity to report violations. How exactly depends on their type and size. However, it is important that the submission of a report can be carried out while maintaining the confidentiality of the identity of the whistleblower. Furthermore, it must also be possible for persons who are not directly employed, but are active in a comparable position, to submit reports.
In addition to submitting reports via internal whistleblowing systems, employees also have the option of turning to external whistleblowing systems. If they do so, obligated parties have fewer opportunities to quickly remedy violations internally - before reputational damage occurs or fines are imposed.
According to §12 para. 2 of the Whistleblower Protection Act (HinSchG), companies with 50 or more employees are generally obliged to set up an internal reporting office. This can be done, for example, by setting up a whistleblower protection system analogous to those required for compliance with the LkSG as well as the GwG.
In addition, irrespective of their size, the following companies are also obliged to set up an internal reporting office (Section 12 (3) HinSchG):
An unexpected error has occurred. Please try again or write to email@example.com.
Please fill in all required fields.
Thank you. We will contact you soon.
Our support staff is available on weekdays from 09:00 - 17:30.