A complicated system is not the solution. Visslan offers a flexible, affordable and user-friendly complete solution for whistleblower systems, policy and, if desired, external case management. Read more about our services below.
Nobody needs more systems and with Visslan you avoid that. With our solution, you get everything you need in an efficient format, without hassle or fuss. Clear and distinct.
with the EU directive on Whistleblowing and GDPR.
Policy material is a key to a successful whistleblowing solution.
The whistleblower can remain anonymous throughout the entire case process.
No hidden costs or obligations. You stay because you want to.
We help you all the way to a successful whistleblowing solution
Up to five system languages are included free of charge, with the option to add more languages.
Full flexibility without limitations.
The whistleblower policy is an often overlooked part of the whistleblower function and it can be very extensive. Avoid expensive legal fees or several weeks of work to develop your own - we did the hard work once and for all!
A policy is not just a legal document, but a necessary part of a whistleblower program.
Those who are sufficiently independent within the organization may often lack the expertise to handle whistleblowing matters or take necessary action. If this is the case in your organisation, it can be good to get help from lawyers who do it cost-effectively and in the right way.*
*Subject to conflict of interest review
The base for our system has been developed by the Italian organization Globaleaks. They have a high level of expertise within whistleblowing and their system is used by multiple EU-authorities.
The EU Whistleblower Directive, often referred to as the whistleblower law, and imposes a number of requirements on companies, including the establishment of whistleblowing channels for all companies with more than 50 employees. Strict confidentiality applies and there are requirements to be able to follow up with the whistleblower within certain time frames. As a company, you also need to inform, for example, about the channel, how to report and the whistleblower's rights and freedoms. Many companies choose to enable anonymous reporting, but this is not a legal requirement in itself.
You decide for yourself who should be the case manager(s), but the case manager(s) should be independent and autonomous. This can be someone within your company, but also someone external, such as a lawyer or accountant. The case manager receives cases in the whistleblower system, follows up with the whistleblower and possibly appoints an investigation. In Visslan's system, you can receive cases internally, but also via one of our partners' external recipient functions.
Through Visslan's whistleblower system, those who report can choose whether they want to be anonymous or confidential. If they choose to disclose their identity, only case managers (one or more designated by the company as independent) may access the information. The person who reports can always choose to remain anonymous at first and reveal their identity later instead.
The benefit compared to a mailbox or email function is that the whistleblower can be both anonymous and with the possibility of follow-up in the anonymous chat.
Visslan enables both written and verbal whistleblowing. Verbal can be done for example by uploading an audio file as an attachment to the report. That follows the "best practices" that exist in whistleblowing and is preferable to reporting via a telephone hotline. According to the whistleblowing laws, whistleblowers should also be able to report by scheduling a physical meeting, which can for example be asked for by submitting a report in Visslan's whistleblower system. At a physical meeting, we recommend that a report is still set up regarding the case where documentation can be collected securely.
All this type of information is described in our standardized whistleblower policy. Most likely, written reporting will be most common.
In the case of Standard, you get access to the platform directly and you can set up your system directly, while Enterprise customizations can take a couple of days to set up, subject to the risk of bottlenecks. You get access to the whistleblower policy and other onboarding information directly.
We always offer an onboarding of the reporting channel with the person or persons who will be the case manager (others are also welcome to participate if desired), which usually takes about 30 minutes. You also get access to onboarding materials such as user manuals, FAQs, videos and more. In addition to this, we are personally available to answer any questions. Completely free of course!
Visslan has built-in support for many of the world's languages and the vast majority within the EU. Our team is constantly working to expand and improve our language library. Please contact us for an up-to-date list of available languages.
The whistleblower is completely anonymous to both Visslan and you and instead he/she receives a code as a login to their case. Once logged in, the whistleblower can still be anonymous and chat with the case manager. All communication can thus be handled and documented via the platform in a legally compliant manner.
You get a company-unique link, for example https://name.visslan-report.se/, which you give out to your employees. There, the whistleblower can easily make a whistleblower report.
Everyone who has access to your company's unique reporting link can submit a report through the reporting channel.
No, you can get an unlimited number of cases through Visslan. However, the system has a spam protection that can act as a limitation in special cases where spam is suspected.
Lawyers with one of our partners who specialize in whistleblowing, labor law, data protection and other relevant areas. They act as receivers in your Visslan's whistleblower system. Our partners' offers may differ slightly, both in layout and price. You are completely free to choose which of our partners you want to get help from, but a peer review must first be carried out.
Normally, no, but you can wish to have it if you want. We always create an account for you in the system but without access to the cases that come in. The lawyers can then give you access to cases, for example if they are personnel matters or if you are to carry out an investigation internally.
Our partners are often bound by special rules such as law firms, including reviewing clients for conflict of interests before they can offer services to a new client. This is done to ensure that the lawyers can help you without ending up in a conflict situation themselves, for example against an existing client. The risk of the conflict of interest review resulting in a declining of services is generally small. The conflict of interest review does not mean any work for you.
Although this may differ slightly between our different partners, the basics are always the same. First and foremost, an unlimited number of cases are received by most of our partners (not all), where the lawyers make an initial assessment of whether the case may be a whistleblower or rather a personnel matter. In the event that it is a whistleblowing, special processes are required by law, but if it is a personnel matter, it is in principle handed over directly to you.
Dialogue with the whistleblower for any initial follow-up questions and additional information is included in the fixed price. In addition, a recommendation is included about the next step, for example if an investigation should be made or if the case should be taken directly to the relevant authority.
Some of our partners have a scheme where you pay per case, but unless otherwise stated, that is not the case.
The short answer is that further investigation of the case is not included. If you choose to hire the same lawyer that is the recipient also for the investigation of the case, it will be an hourly fee and you will get a custom proposal.
No, it is always up to you if you choose to hire this party for the potential investigation, another external party or if you choose to carry out the investigation yourself internally if a whistleblowing case should be received.
No. Visslan is not responsible for the external reception function. However, we have great confidence that you will be well treated by all our partners and in normal cases you do not need to sign another agreement but the partner then sends an assignment confirmation to you.
We work closely with our partners to provide such a seamless workflow as possible.
The external recipients are experts on the Whistleblower Act and will adhere strictly to various rules, processes and time frames to ensure compliance with the Whistleblower Act. You will also receive a recommendation about the next step, and that you will not have to worry about the recipient not being sufficiently independent and autonomous.
Many organizations lack the competence for whistleblowing and investigation internally. In many cases, especially in smaller organizations, it can thus be more cost-effective to hire an external recipient than having to familiarize yourself with what is a whistleblower and not, how whistleblower reports should be processed and so on every time a new notification is received.
You can thus save valuable working time by letting an experienced expert do the job instead.
Visslan will not receive compensation if you choose one of our partners as a case manager. We have organized the offer only because we see that it can be of great benefit to you.
The whistleblower policy is an important part of your whistleblower function, not least because you as an employer must provide easily accessible and clear information about your reporting channel, routines, how whistleblower matters should be reported, etc. The legal requirement thus does not apply to having a whistleblower policy in itself, but that information fits best in a whistleblower policy as it can easily become over 5 pages long.
Your whistleblower policy should include information not only about whistleblowers' rights and obligations (such as that reports must be made in the belief that they are true), but also your routines for handling whistleblower reports and how your employees can whistleblow. This includes descriptions of how to report orally or in writing, or how to book a physical meeting, as well as the routines for, for example, a physical meeting or oral report where the case manager should ask the whistleblower if he / she can record the conversation, and otherwise that the case manager has the right to document it in a lasting way.
Amongst other things, it includes: Complete policy with instructions and alternative wording or additions, reporting routines, simplified versions of the whistleblower policy for, for example, launch, step-by-step guide, paths for external reporting, checklist before launch and so on.
Yes, of course you can. We even encourage you to. You get the whistleblower policy as a Word document and can thus edit, change, add or delete parts.
.webp)