Implementing a Whistleblowing Program: Organisational Doʼs and Donʼts
December 8, 2025
Effective whistleblowing programs give employees and stakeholders a trusted way to speak up. When those frameworks work well, they strengthen governance, support fair investigations, and help leaders address issues with transparency.
This one-page guide distils the essential do’s and don’ts every organisation should consider when building or strengthening their whistleblowing framework. From establishing accessible reporting channels to designing fair investigation processes and avoiding common pitfalls, it provides a clear snapshot of what effective practice looks like.
Jointly produced with Duxton Hill and Veremark, this resource is designed to help leaders:
- Create safe, confidential pathways for people to speak up
- Strengthen trust through clear communication and a genuine non-retaliation culture
- Ensure investigations are independent, timely, and transparent
- Embed governance structures that meet legal obligations and withstand scrutiny
- Continually improve through monitoring, insights, and feedback
Across Australia, 15 separate whistleblower laws attempt to define how organisations should manage disclosures. But while legislation sets the rules, trust sets the tone.
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By 2050, a quarter of the Australian population will be over 65 and dependent on a sector already stretched to capacity. Resource and funding constraints increases the risks of poor treatment and health outcomes for those in Aged Care, and those persons who identify these risks will require safe and protected means to report to the appropriate stakeholders. The need for a framework to protect potential whistleblowers has been recognised by the Australian government and as a result, from November 2025, the Aged Care Act 2024 has been amended to require, every aged care provider in Australia to implement a formal, secure whistleblowing system it’s not a nice-to-have, it’s a condition of registration.