Whistleblowing is to report unacceptable conditions at work.

Work Act §§ 2-4, 2-5 and 3-6, regulate employee’s right to alert. The provisions contributes to strengthening the real freedom of expression in an employment relationship.

Act notification rules includes cases where the worker alerts unacceptable conditions in the workplace. This can be conditions that might be contrary to:

  • Laws and regulations.
  • The organization’s guidelines.
  • General perception of what is acceptable or ethical acceptable.

Employees are entitled to alert unacceptable conditions in the workplace. In some cases, however, the employee also has an obligation to alert.

Examples of unacceptable conditions that are in violation of law or ethical standards may be:

  • corruption or other economic crimes
  • danger to life and health
  • dangerous products
  • bad work environment

Allegations of unacceptable conditions can be a burden for the company and employees that are associated with the company. To avoid an unnecessarily heavy burden, the employee shall choose a proper procedure when he alerts.

Semac recommends that action is taken to facilitate whistleblowing in the workplace, with clear procedures and where the employee can choose an external receiver for notification to keep the employee anonymous.

Semac have special procedures that protect the whistleblower and the recipient’s interests and all information will be treated in a safe and confidential manner. Through an agreement with Semac AS we commit ourselves to communicate all notifications directly to our contact person, without specifying who it is that has notified.