{"id":14226,"date":"2026-06-05T17:30:28","date_gmt":"2026-06-05T15:30:28","guid":{"rendered":"https:\/\/www.deintegriteitscoordinator.nl\/consultation-process-for-eu-whistleblower-protection-directive\/"},"modified":"2026-06-05T17:30:29","modified_gmt":"2026-06-05T15:30:29","slug":"consultation-process-for-eu-whistleblower-protection-directive","status":"publish","type":"post","link":"https:\/\/www.deintegriteitscoordinator.nl\/en\/consultation-process-for-eu-whistleblower-protection-directive\/","title":{"rendered":"Consultation process for EU Whistleblower Protection Directive"},"content":{"rendered":"
<\/div><\/div>

The EU Whistleblower Protection Directive is a big step forward for the protection of whistleblowers but is often poorly implemented by member states. Also by the Netherlands. The European Commission opened a consultation on the directive and of course we responded with the necessary ideas for improvement. <\/p>\n

Recently, The Integrity Coordinator responded to an invitation to participate in the consultation on the EU Directive to protect whistleblowers. We answered the questions of the European Commission and also submitted an additional document, in which we make the necessary suggestions for improvement. Here we provide a summary.<\/p>\n

The EU Whistleblower Protection Directive represents a big step forward in protecting whistleblowers who report wrongdoing. Still, the directive can be improved on a few points. However, the biggest gains can be achieved through better implementation by the member states. In the Netherlands, too, there is room for improvement. <\/p>\n

The EU has decided that whistleblowers, who report a (possible) breach of EU rules, should be protected from wrongdoing. By doing so, it has encouraged member states to expand the scope further. Unfortunately, each country has done so slightly differently, creating a fragmented picture within the EU. While we understand that the EU only wants to say something about EU rules, it would be good to harmonize the legislation of the various countries. Because right now there is a fragmented market due to these regulations, which makes it difficult to deal with whistleblower reports in multiple EU countries.<\/p>\n<\/p>\n

Therefore, our first recommendation is:<\/p>\n

    \n
  1. Harmonize the definition of a whistleblower report. <\/u><\/li>\n<\/ol>\n

    We provide a starter: “a whistleblower report is a report about a possible or actual violation of applicable laws and regulations or organizational policies and procedures, or the suspicion thereof”<\/p>\n<\/p>\n

    This definition is fairly well understood by everyone and is already used by many organizations. There are also organizations where anything can be reported; there is also something to be said for that. Other organizations fear that there will then be a flood of reports. Luckily, we don’t see this in practice. But we think most organizations can live with the first definition. After all, what organization doesn’t want to know when employees don’t follow the law or internal procedures?<\/p>\n

    Since the current definition of a whistleblower report is often complex, requires legal knowledge and also varies from country to country, many reporters do not know whether or not they are protected from retaliation when they file a report. This may discourage them from reporting wrongdoing.<\/p>\n

    It is additionally helpful for companies that operate in multiple member states and have set up a central facility that handles reports for each EU country where they have fewer than 250 employees. Currently, this is seriously hampered because of differences in national legislation. The current situation results in a fragmented internal market; harmonization is required to make the internal market work better.<\/p>\n

      \n
    1. Require employers to launch anonymous reporting channels. <\/u><\/li>\n<\/ol>\n

      Fear of retaliation is the main reason why individuals do not report. However, if you don’t know who the reporter is, you can’t disadvantage them. In fact, you might miss out on half the number of reports if you don’t provide anonymous channels. The best way to guarantee anonymity is to use specialized software. Employer organizations often oppose this because it would increase costs. However, it turns out that organizations with more reports perform better financially. It is likely that you will recoup this investment. Moreover, the cost of this type of software has dropped tremendously in recent years, not least because all kinds of new providers entered this market after the directive was created and the market has grown tremendously. Finally, it is possible to set up a joint facility with a trade association or other partnership. The Integrity Coordinator has set up such a facility for Adfiz members. The cost per member is then minimal.<\/p>\n

        \n
      1. Indicate what qualifications the recipients and successors must meet.\n

        <\/u><\/li>\n<\/ol>\n

        Organizations should appoint independent, impartial, authorized and qualified persons for this purpose. The guideline recitals indicate that this could include an HR Manager, board member or in-house legal counsel. However, these individuals are often not seen by employees as independent or impartial. The most obvious person to take on this role is an Ethics and Compliance Officer or Integrity Manager with sufficient knowledge, experience and authority and who also has an independence statute and a dual reporting line. It is high time for this officer to be included in the Corporate Governance Code. The alternative is to outsource this role to a qualified third party.<\/p>\n

          \n
        1. Strengthen monitoring and enforcement<\/u><\/li>\n<\/ol>\n

          Although the directive does require this, monitoring and enforcement in all EU member states is still grossly inadequate. The European Commission should better monitor the implementation of the directive in the EU. This should include not only sanctions against organizations and individuals who disadvantage reporting agents or obstruct reporting. But also sanctions for not setting up the reporting process properly. It is striking that even the financial supervisors, who often already have supervisory and sanctioning capabilities, do not make this a priority, despite the fact that most scandals come to light because of whistleblowers. We previously reported<\/a> that at least 60 percent of organizations in the Netherlands do not yet have a whistleblower reporting system that is adapted to the requirements of the Whistleblower Protection Act. Of the remaining 40 percent, most of the whistleblower reporting schemes we have seen also fell short. <\/p>\n

            \n
          1. In addition, the following applies to the Netherlands:<\/u><\/li>\n<\/ol>\n

            5a Make it clear that report handlers must also be impartial.<\/p>\n

            <\/em><\/p>\n

            The requirement of impartiality follows from the EU Directive. In the Netherlands this has been turned into ‘independent’ because this would provide better protection for the reporter. There is something to be said for this, but it has sometimes led to confidential advisers being appointed to receive reports. They are often independent but not impartial and therefore not the right person to handle reports. Fortunately, the National Association of Confidential Advisors and the House for Whistleblowers agree with our point, see also our article on the role of the confidential advisor in the reporting procedure<\/a>.<\/p>\n<\/p>\n

            5b. Make it clear that the independent successor should provide the feedback <\/em><\/p>\n

            Unlike the guideline, the Whistleblower Protection Act does not describe who should provide feedback to the reporter. It states only that management is responsible for follow-up. Many employers have inferred from this, that management must therefore also give the feedback to the reporter. This is incorrect. Indeed, since the identity of the reporter must remain confidential, in most cases management may not even know who the reporter is. <\/p>\n

            5c. Specify that the reporting channels (and registry) must be secured such that unauthorized persons cannot find out the identity of the reporter. <\/em><\/p>\n

            This part of the directive has not been adopted into Dutch law. According to the minister, this was not necessary because the AVG already requires this. However, there is a good reason why this is in the EU directive. As a result, for example, the CEO cannot order the IT manager to find out the identity of the reporter; nor should the IT manager be able to appropriate access to himself. It can also be deduced from the EU Directive that e-mail is not a good reporting channel and that the registry should not be on the organization’s network. None of this is apparent from the Wbk. <\/p>\n

            5d. Give the House of Whistleblowers adequate resources and powers to oversee and impose sanctions.
            <\/em><\/p>\n

            This in itself has also been pointed out under point 4. Extra painful is that in the Netherlands, the House already received this power at the end of 2022 after parliament passed an amendment to this effect. However, successive governments have not yet allowed this part of the law to come into force, as it requires further legislation and regulations. For this to take shape properly, the number of FTEs of the House would also need to be increased. See also our article discussing the annual report House for Whistleblowers 2025<\/a>. <\/p>\n

            5e. Give the House of Whistleblowers a so-called “pause button.” <\/em><\/p>\n

            According to the directive, reporters should be able to get interim help. This can be done, for example, by giving the House of Whistleblowers a “pause button,” to be able to actively protect the reporter, for example, by temporarily prohibiting the employer from taking further legal or other action against a reporter while the House is investigating the report. And in doing so, can also protect the reporter from himself. We see in case law quite often that recognized whistleblowers are nevertheless dismissed because of “a disturbed working relationship”. It would help if the House could prevent further escalation by pressing the pause button during the conflict. It would also help if employers are required to have a truly independent, knowledgeable and experienced handler of reports who can help prevent such situations (see point 3).<\/p>\n<\/p>\n

            So there is plenty of room for improvement… Want to know more? Take our Whistleblower Protection Act course in practice<\/a>. Or enlist us as an independent coordinator. Dozens of organizations preceded you. You can request a quote here<\/a>. You can also e-mail us(info@deintegriteitscoordinator.nl)<\/a> or call us (010-2134580). <\/p>\n<\/div><\/div><\/div>

            <\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

            The EU Whistleblower Protection Directive is a big step forward for the protection of whistleblowers but is often poorly implemented by member states. Also by the Netherlands. 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