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Support for Whistleblowers

The nature of the concerns and business environment will determine what supports are availabe and when and how to access those supports.

This page provides a general guide for consideration by whistleblowers, before during and after a disclosure.  These issue mught also be relevant before and acter an investigation.

Speaking Up: Support for Whistleblowers

Raising concerns about wrongdoing takes courage. If you are thinking about making a disclosure, there are agencies that can listen, act, and provide protections. This guide also explains where to seek personal support, and what kinds of matters whistleblowing agencies cannot deal with.

Some Considerations

Who Can You Report To Externally?

Before going to an external agency, many organisations provide formal internal channels for reporting. Please consider how the internal and external reporting pathway align before instaging an external report.

Different types of concerns about a buinsess belong with different organisations (including only after the issue has been rasied through internal channels):

  • National Anti-Corruption Commission (NACC)
    Looks into serious or systemic corruption in the Commonwealth public sector.

  • Commonwealth Ombudsman
    Provides a safe channel for disclosures under the Public Interest Disclosure (PID) Act and explains how whistleblower protections work.

  • Government agencies handle corruption and misconduct.  There are generally Ombudsman Offices as well specific oversight bodies, for example:

    • Commonwealth: NACC

    • NSW: ICAC

    • QLD: CCC

    • VIC: IBAC

  • Industry Regulators

    • ASIC – corporate misconduct and company whistleblowers

    • APRA – financial institutions and superannuation

    • ATO – tax misconduct

Internal Pathways in Your Workplace

These can be a safer and faster way to raise concerns, and in some cases you may be required to use them first.

Common examples include:

  • Whistleblowing Policy
    Many employers have a whistleblowing framework under the Corporations Act 2001 or Public Interest Disclosure Act. This usually sets out:

    • who you can report to internally

    • confidentiality and protection measures

    • how the matter will be assessed or investigated

  • Code of Conduct or Code of Ethics
    These documents set out expected standards of behaviour. If you see conduct that breaches the code, your organisation may have a reporting mechanism tied to it.

  • Other Policies and Procedures
    Some organisations have additional processes that can apply, such as:

    • Bullying, harassment, or discrimination policies

    • Workplace health and safety reporting systems

    • Grievance or complaint procedures

If you are unsure where to start, check your staff intranet, HR portal, or speak confidentially with a trusted manager, HR representative, or union delegate.

What Whistleblowing Agencies Cannot Do

Sometimes people raise issues that aren’t suitable for whistleblowing schemes. This include workplace disagreements that don’t involve misconduct.

If your concern falls into one of these categories, a legal service may be more appropriate. You can contact in every state or territory:

  • Community Legal Centres

  • Legal Aid Commissions

You may also might consider seeking independent legal advice.

There are some issues that are beyond whistleblowing.  Generally these issue require substitution of one set of oversight (government) for another type of oversight (groups / self enforcement).  These include:

  • Claims that laws are invalid or don’t apply to you or to a group

  • Theories that courts or agencies lack authority concerning you or a group

  • Matters that courts or tribunals have already decided that apply to you or a group

Looking After Yourself

Whistleblowing can be stressful, and it can affect your wellbeing. It’s important to know you don’t have to face this alone. Free and confidential support is available:

  • Lifeline – 13 11 14 (24/7 crisis support)

  • Beyond Blue – 1300 22 4636 (mental health support)

  • Black Dog Institute – practical mental health resources

  • Employee Assistance Programs (EAPs) – if your workplace offers them

Deciding to speak up is a significant step. If you’re unsure where to begin:

  • The Commonwealth Ombudsman can explain Commonwealth options

  • State or territory integrity commissions can guide you locally

  • A lawyer or community legal centre can help you understand your rights

  • Your organisation’s internal channels may be the quickest first step

You are not alone in this process. Support is available — both for your disclosure and for your wellbeing.