The concept of *public interest*
Whistleblowing may concern misconduct that poses an imminent or obvious danger to life, health, safety, or the risk of significant environmental damage or other matters where there is a justified reason to report, e.g., financial irregularities.
Whistleblowing does not cover issues related to one’s own employment relationship.
Prohibition against retaliation
Anyone who has reported an employer for serious misconduct must not be subjected to reprisals. Retaliation may include, for example, an employer requiring unreasonable overtime, increasing the workload of the reporter, or assigning unqualified tasks. Anyone who experiences retaliation can report it to the Swedish Equality Ombudsman (Diskrimineringsombudsmannen, DO).
To be protected against retaliation and/or enjoy immunity from liability, the reporting person must have become aware of the misconduct in a work-related context and, at the time of reporting, have had reasonable grounds to believe that the information was true.
Confidentiality in the whistleblowing function
When a message or report is submitted to Unaro Nordic, it is registered and assigned a case number. For full anonymity, the report must be made orally or by letter.
Information provided in a whistleblowing report may be subject to confidentiality.