Effective grievance and whistleblower systems are essential for safeguarding human rights, workplace integrity and ethical behaviour. The establishment ensures that all staff (including subcontracted personnel) and guests have access to a secure, confidential mechanism for reporting exploitation, discrimination and harassment without fear of retaliation.
The establishment implements a basic, clear and accessible system for reporting concerns. At minimum, the establishment has:
- a written grievance and whistleblower procedure that explains how to report a concern, who receives it, the steps for follow-up and investigation, expected timelines, and assurances of confidentiality and non-retaliation;
- at least 1 confidential or anonymous reporting channel, such as access to an independent external whistleblower network (e.g. FEE whistleblower platform) or equivalent third-party channel;
- information for staff on how to use the system, ensuring that all employees (including subcontracted workers) know where to report concerns and understand their rights to safe, confidential reporting. The information is accessible and understandable to all staff; and
- guest reporting options, enabling visitors to confidentially report any form of exploitation or misconduct they observe. This information is available in guest materials (e.g. info books, digital welcome pages, signage, etc.).
This criterion applies to establishments with more than 50 employees. Establishments with fewer than 50 employees are encouraged to work on other proportional reporting options (e.g. simplified internal reporting, staff representative, open-door reporting practices).
During the audit, the establishment presents:
- the written grievance and whistleblower procedure, including reporting steps, designated responsible persons, confidentiality measures and non-retaliation provisions;
- proof of communication to staff (e.g. onboarding materials, internal notices, training records) that demonstrates employees are informed about the reporting system and know how to access it;
- confirmation of an anonymous or confidential reporting channel, such as a link to an external whistleblower platform or documentation of an equivalent third-party mechanism; and
- guest-facing materials showing how visitors are informed about available reporting mechanisms (e.g. screenshots, photos, printed pages).
During the visual inspection, the auditor conducts at least 1 interview with staff present during the audit to confirm that they are aware of the mechanisms and feel able to use them without fear of retaliation.
Effective grievance and whistleblower systems are essential for safeguarding human rights, workplace integrity and ethical behaviour. The establishment ensures that all staff (including subcontracted personnel) and guests have access to a secure, confidential mechanism for reporting exploitation, discrimination and harassment without fear of retaliation.
The establishment implements a basic, clear and accessible system for reporting concerns. At minimum, the establishment has:
- a written grievance and whistleblower procedure that explains how to report a concern, who receives it, the steps for follow-up and investigation, expected timelines, and assurances of confidentiality and non-retaliation;
- at least 1 confidential or anonymous reporting channel, such as access to an independent external whistleblower network (e.g. FEE whistleblower platform) or equivalent third-party channel;
- information for staff on how to use the system, ensuring that all employees (including subcontracted workers) know where to report concerns and understand their rights to safe, confidential reporting. The information is accessible and understandable to all staff; and
- guest reporting options, enabling visitors to confidentially report any form of exploitation or misconduct they observe. This information is available in guest materials (e.g. info books, digital welcome pages, signage, etc.).
This criterion applies to establishments with more than 50 employees. Establishments with fewer than 50 employees are encouraged to work on other proportional reporting options (e.g. simplified internal reporting, staff representative, open-door reporting practices).
During the audit, the establishment presents:
- the written grievance and whistleblower procedure, including reporting steps, designated responsible persons, confidentiality measures and non-retaliation provisions;
- proof of communication to staff (e.g. onboarding materials, internal notices, training records) that demonstrates employees are informed about the reporting system and know how to access it;
- confirmation of an anonymous or confidential reporting channel, such as a link to an external whistleblower platform or documentation of an equivalent third-party mechanism; and
- guest-facing materials showing how visitors are informed about available reporting mechanisms (e.g. screenshots, photos, printed pages).
During the visual inspection, the auditor conducts at least 1 interview with staff present during the audit to confirm that they are aware of the mechanisms and feel able to use them without fear of retaliation.