Hvorfor har man valgt at lave regler om whistleblowerordninger?

Der er ingen tvivl om at ansatte spiller en vigtig rolle i forhold til at opdage og afsløre kriminalitet og andre uacceptable forhold på arbejdspladser. Hidtil har der ikke været regler om whistleblowere bortset fra særlige områder, som fx hvidvaskloven og i lovgivning om finansielle virksomheder. 

EU-Kommissionen har peget på skandaler som Luxleaks, Panama Papers eller Cambridge Analytica, som ikke bare har skadet og givet store problemer for de enkelte arbejdspladser, men også har skadet mere bredt på samfundsmæssig plan. Danske Bank-sagen (Estland) er et eksempel på, hvordan interne yderst problematiske forhold ikke bare har ramt banken som sådan, men også har bidraget til en mistænkeliggørelse af banksektoren og givet en negativ opfattelse af den. 

Britta Nielsen sagen om svindel med offentlige midler i omegnen af 120 mio. kr. – det endelige omfang er aldrig blevet gjort op –  har heller ikke givet en større tillid til den offentlige sektor og hvordan skatteydernes penge bliver brugt. Sagen begyndte at rulle da en whistleblower pegede pĂĄ, at den var helt gal.   

Man har fra EU’s side fundet det nødvendigt at indføre generelle regler, som stiller krav om at arbejdspladser med >49 medarbejdere skal have en whistleblowerordning. Kommissionen har i den forbindelse peget pĂĄ, at ansatte hidtil har risikeret deres karriere og deres levebrød og i nogle tilfælde fĂĄet alvorlige og langvarige økonomiske, helbredsmæssige, omdømmemæssige og personlige konsekvenser.

 Reglerne stiller krav om indførelse af whistleblowerordninger, men en lige så vigtig del er reglerne er, at de også har til formål at beskytte whistleblowere mod repressalier. Sidstnævnte i det tilfælde, at whistleblowere giver sig til kende og ikke vælger at optræde anonymt. 

70 kommentarer til “Hvorfor har man valgt at lave regler om whistleblowerordninger?”

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