How can you report censurable conditions in the workplace?
It must be safe to blow the whistle. We will take you through the rules so that it is easier to understand what you can report about, how to proceed and what the employer must do when someone blows the whistle.
Whistleblowing - in brief
- You have the right to report censurable conditions in the workplace.
- How you report must be stated in the routines for reporting at your workplace. The Working Environment Act also contains provisions on how you can proceed to report in a responsible manner.
- The employer has a duty to investigate the report and to protect the whistleblower. It is forbidden to retaliate against the whistleblower. You can complain to the Anti-Discrimination Tribunal if you believe you have been subjected to retaliation because you have reported the matter.
- As a NITO member, you can seek advice from NITO in matters of whistleblowing.
How should you report?
Whistleblowing must take place in a responsible manner. Here are a few ways to do it:
- Internally: Notify the employer, in accordance with the company's routines, via a safety representative, employee representative or lawyer. The enterprise must have its own procedures for whistleblowing.
- To a public supervisory authority: Notify a public supervisory authority such as the Norwegian Labour Inspection Authority.
- Remote: Notify the media or the public. This requires that you are in good faith about the content of the report and that the report relates to censurable conditions that are of public interest. You must also first have reported internally or have reason to believe that internal notification would not be appropriate.
What the employer must do if someone reports
When censurable conditions are reported, the employer must investigate the matter sufficiently. They must do so within a reasonable time.
The employer is responsible for ensuring a safe working environment for all employees, especially for the whistleblower. They must take measures to prevent retaliation.
The employer must ensure proper case processing when handling the notification.
Prohibition of retaliation
It is forbidden to retaliate against the whistleblower. Retaliation can be, for example, threats, harassment, unfair discrimination, social exclusion or other improper conduct, warning, change in work tasks, reassignment or demotion, suspension, dismissal, dismissal or disciplinary action.
The Anti-Discrimination Tribunal and/or the courts can determine whether there has been unlawful retaliation.
If you have been subjected to unlawful retaliation, you have the right to claim compensation for financial loss and reparation. The Anti-Discrimination Tribunal and/or the courts may decide that you are entitled to compensation.
Read more on diskrimineringsnemnda.no
Frequently asked questions about whistleblowing
Hva er "kritikkverdige forhold"?
Arbeidsmiljøloven gir deg rett til å varsle om lovbrudd, brudd på virksomhetens etiske retningslinjer, eller allment aksepterte etiske normer i samfunnet.
Det kan for eksempel være hvis det er fare for liv eller helse, fare for klima eller miljø, korrupsjon eller annen økonomisk kriminalitet, myndighetsmisbruk, brudd på personopplysningssikkerheten, eller et uforsvarlig arbeidsmiljø.
Hvem har rett til å varsle?
Retten til å varsle gjelder arbeidstakere og innleide ansatte. Varslingsretten gjelder også for andre med tilknytning til en virksomhet, inkludert elever og studenter, vernepliktige, pasienter og deltakere i arbeidsmarkedstiltak.
Kan jeg få sparken for å ha varslet?
Nei, det er forbudt å gi deg sparken for å ha varslet.
Arbeidsmiljøloven forbyr gjengjeldelse mot varslere. Oppsigelse, avskjed eller andre disiplinærtiltak regnes som ulovlig gjengjeldelse.
Andre eksempler på forbudt gjengjeldelse er:
- Trusler og trakassering
- Urettferdig forskjellsbehandling
- Sosial utestengelse
- Advarsel
- Endring i arbeidsoppgaver
- Omplassering eller degradering
- Suspensjon
Har du blitt utsatt for gjengjeldelse, kan du klage til Diskrimineringsnemnda. Du har også rett til å kreve erstatning for økonomisk tap og oppreisning.
NITO is here when it matters
Many people do not know where to start when uncertainty arises in working life. As a trade union, we are here to give you security, support and concrete advice – when you need it most.