[{"data":1,"prerenderedAt":883},["ShallowReactive",2],{"nz-slugs-manifest":3,"au-article-asic-report-827-whistleblower-policies":62,"au-block-articles-related-asic-report-827-whistleblower-policies":213},{"article":4,"policy":30,"webinar":36,"alternative":45,"features":47,"use-cases":48,"solutions":55},[5,6,7,8,9,10,11,12,13,14,15,16,17,18,19,20,21,22,23,22,24,25,26,27,28,29],"cybersecurity-culture","signs-of-a-toxic-workplace","anonymous-reporting-for-schools","iso-37002","anonymous-employee-feedback","shirli-kirschner-game-changers","employee-engagement-survey-questions","dealing-with-workplace-misconduct","whistleblowing-software","what-is-unlawful-victimisation-in-the-workplace","respect-in-the-workplace","bystander-effect-in-the-workplace","person-centred-and-trauma-informed-approach","combating-virtual-harassment-in-remote-work","understanding-and-preventing-workplace-bullying","anonymous-reporting-advantages-disadvantages","culture-audit-guide","serious-misconduct","what-is-whistleblowing","psychologically-safe-workplace","mentally-healthy-workplace","case-management-software","nz-protected-disclosures-act-2022","nz-hsw-act-psychosocial","nz-privacy-act-2020-anonymous-reporting",[31,32,33,34,35],"cookies","privacy","anti-modern-slavery","terms","whistleblowing",[37,38,39,40,41,42,43,44],"psychosocial-safety-construction-and-mining","new-world-of-work","2024-august-live-demonstration-of-the-elker-platform","psychosocial-risks-leadership-and-tools","safety-culture-and-transformation-hospitality","addressing-psychosocial-issues-at-work-webinar","finishing-safe-between-now-and-january-webinar","dealing-with-sensitive-information",[46],"eqs-integrity-line-alternative",[],[49,50,51,52,53,54],"aged-care-disability-services","schools","peak-bodies","businesses","government","universities",[56,57,58,59,60,61,26],"speak-up-platform","anonymous-suggestion-box","workplace-investigation-software","whistleblowing-platform","whistleblowing-hotline","psychosocial-hazard-management",[63],{"id":64,"status":65,"date_updated":66,"title":67,"slug":68,"subtitle":69,"date":70,"locale":71,"suppress_legal_disclaimer":73,"dynamic":74,"categories":194,"image":203,"seo":209,"author_id":80,"reviewer_id":80},58,"published","2026-05-05T12:59:04.297Z","ASIC Report 827: what the whistleblower questionnaire findings mean for Australian companies in 2026","asic-report-827-whistleblower-policies","ASIC's first benchmarking of corporate whistleblower programs surveyed 134 companies and found wide variation. Here is what the findings say, what the regulator now expects, and the practical actions a board and compliance team should take this year.","2026-04-30",[72],"au",false,[75,81,86,91,95,99,103,107,111,115,119,123,127,189],{"collection":76,"item":77},"content",{"id":78,"content":79,"highlight":73,"variant":80},426,"\u003Cp>On 4 December 2025, the Australian Securities and Investments Commission published Report 827, \u003Cem>Insights from the ASIC whistleblower questionnaire: July 2024 to June 2025\u003C/em>. It is the first time the regulator has systematically benchmarked how Australian companies actually run their whistleblower programs. The report is short on rhetoric and long on numbers, which is what makes it useful. The numbers tell a clear story: most listed and large proprietary companies have a policy on paper, far fewer have a program in practice, and a small minority do almost all the work.\u003C/p>\n\u003Cp>The findings will shape how ASIC approaches whistleblower compliance through 2026 and beyond. ASIC has now publicly stated it will directly contact companies whose practices fall short of the report's benchmarks and will increase ongoing monitoring of policy effectiveness, not just policy existence. Boards, audit and risk committees, compliance leads, and general counsel all have homework to do.\u003C/p>\n\u003Cp>What follows is a walk through the report's specific findings, the legal framework they sit inside, the gap between policy and practice the regulator has now formally documented, and a practical action list for the next few months. Statutory references throughout are to the Corporations Act 2001 (Cth) Part 9.4AAA and ASIC Regulatory Guide 270.\u003C/p>",null,{"collection":76,"item":82},{"id":83,"content":84,"highlight":73,"variant":85},427,"\u003Ch2>TL;DR\u003C/h2>\n\u003Cul>\n\u003Cli>ASIC Report 827 (published 4 December 2025) surveyed 134 Australian companies across 18 industries on their whistleblower policies and practices for the period July 2024 to June 2025. It is the regulator's first benchmarking exercise of its kind.\u003C/li>\n\u003Cli>Across the 134 entities, respondents reported 8,095 whistleblower disclosures with an average investigation time of 49 days. About 69 per cent of disclosures came in through a dedicated whistleblower web page or hotline. Roughly 24 per cent of investigated in-scope disclosures were ultimately substantiated.\u003C/li>\n\u003Cli>Disclosures are heavily concentrated. Just 13 entities (around 10 per cent of the sample) accounted for approximately 74 per cent of all disclosures received. About 22 per cent of surveyed companies reported receiving no disclosures at all over the year.\u003C/li>\n\u003Cli>The biggest gaps ASIC flagged: more than one-third of entities did not provide a dedicated whistleblower web page, around a quarter did not provide regular staff training, more than half had not sought employee feedback on the program in the previous year, and 30 per cent did not regularly review program effectiveness.\u003C/li>\n\u003Cli>Concerns about whistleblower mistreatment are not theoretical. 24 of the 134 surveyed companies (18 per cent) had at least one report raising mistreatment concerns. Among companies that had received any in-scope reports, the figure rises to about 28 per cent (24 of 75).\u003C/li>\n\u003Cli>The report does not change the law. The legal baseline remains s1317AI of the Corporations Act 2001 (Cth), and the supporting expectations are set out in ASIC Regulatory Guide 270. What Report 827 does is tell companies how the regulator now expects to assess compliance, against benchmarks rather than just policy text.\u003C/li>\n\u003C/ul>","tldr",{"collection":76,"item":87},{"id":88,"content":89,"highlight":73,"variant":90},428,"\u003Ch2>Key takeaways\u003C/h2>\n\u003Cul>\n\u003Cli>ASIC has moved from \"do you have a policy?\" to \"is the policy doing anything?\" If your last whistleblower policy review focused on the document itself, the next one should focus on the program: training cadence, channel usage, investigation times, board reporting, and how the organisation tests whether workers actually trust the system.\u003C/li>\n\u003Cli>A program with zero disclosures over a year is not a sign of a clean culture. ASIC says it should prompt directors to ask whether workers know about the channel, whether they have confidence in it, and whether anonymous options are genuinely available.\u003C/li>\n\u003Cli>A dedicated whistleblower web page is now the regulator's clear expectation, not an optional extra. The same applies to the ability for an anonymous discloser to maintain two-way contact with the company through the investigation.\u003C/li>\n\u003Cli>Senior management and the board should be receiving structured reporting on disclosures, investigations, outcomes, and any retaliation concerns. Without that, oversight is nominal.\u003C/li>\n\u003Cli>Public companies, large proprietary companies, and corporate trustees of registrable superannuation entities all carry the s1317AI policy obligation. Failure to comply is a strict liability offence carrying 60 penalty units (currently $19,800 at the $330 Commonwealth penalty unit value; the value applies until 30 June 2026 with the next indexation on 1 July 2026 under s 4AA of the Crimes Act 1914 (Cth)).\u003C/li>\n\u003C/ul>","takeaways",{"collection":76,"item":92},{"id":93,"content":94,"highlight":73,"variant":80},429,"\u003Ch2>What ASIC Report 827 actually contains\u003C/h2>\n\u003Cp>Report 827 is the published output of an ASIC questionnaire sent to 134 Australian companies covering the financial year 1 July 2024 to 30 June 2025. The sample spans 18 industries. The report walks through what the surveyed entities reported about their whistleblower program governance, channel design, training, investigation practices, retaliation safeguards, and review processes, then sets those self-reports against ASIC's expectations under the Corporations Act and Regulatory Guide 270.\u003C/p>\n\u003Cp>The data in the report is self-reported, not independently audited. ASIC is candid about that limitation. Some respondents will have presented their programs in the most favourable light available, which means the gaps the report flags should be read as a floor on the actual problem, not a ceiling.\u003C/p>\n\u003Cp>The report is paired with media release 25-294MR. ASIC Commissioner Alan Kirkland framed the findings this way: \"Whistleblowers play a crucial role in identifying and exposing misconduct that can harm customers, shareholders, companies and the broader community. Without effective policies and programs to encourage whistleblowers to come forward, misconduct may otherwise go unreported and undetected.\"\u003C/p>\n\u003Cp>The report is not a regulatory guide and does not change the law. It sits alongside ASIC's existing guidance, including Regulatory Guide 270 \u003Cem>Whistleblower policies\u003C/em> (issued November 2019) and Report 758, and it tells the market how the regulator currently weighs the evidence of whether a program is working.\u003C/p>\n\u003Cp>If you want the foundational legal framework rather than just the practice benchmark, see our companion guide on \u003Ca href=\"/articles/corporations-act-whistleblower-protections\">Corporations Act whistleblower protections\u003C/a> and the broader \u003Ca href=\"/articles/whistleblower-protection-australia\">whistleblower protection in Australia\u003C/a> overview.\u003C/p>",{"collection":76,"item":96},{"id":97,"content":98,"highlight":73,"variant":80},430,"\u003Ch2>The headline numbers\u003C/h2>\n\u003Cp>Five numbers carry most of the weight in Report 827.\u003C/p>\n\u003Cp>\u003Cstrong>8,095 disclosures across 134 companies in one year.\u003C/strong> That is the topline volume. It sounds like a lot until you set it against the population: 134 of Australia's largest entities, employing many hundreds of thousands of workers between them, generated about 8,000 protected disclosures over twelve months. Most workers in most years still do not raise concerns through the formal channel.\u003C/p>\n\u003Cp>\u003Cstrong>49 days average investigation time.\u003C/strong> Whether 49 days is good depends on how you measure. For a complex fraud or harassment investigation, six to seven weeks is brisk. For a simpler disclosure that needed routing to the right team and a confirmation back to the discloser, 49 days is slow. ASIC does not pick a target number; it leaves boards to judge whether their own averages are defensible against the type and complexity of the cases they handle.\u003C/p>\n\u003Cp>\u003Cstrong>69 per cent of disclosures came in via a dedicated web page or hotline.\u003C/strong> Workers prefer structured, distinct channels when they exist. The remaining 31 per cent flowed in through email, in-person conversation with managers, HR intake, or other ad-hoc routes. Each of those routes lacks the audit trail and routing of a dedicated channel, which is why ASIC keeps coming back to web page and hotline coverage as a baseline expectation.\u003C/p>\n\u003Cp>\u003Cstrong>24 per cent of investigated in-scope disclosures were substantiated.\u003C/strong> \"In-scope\" means the disclosure met the Part 9.4AAA threshold (misconduct, or an improper state of affairs, in relation to the regulated entity, made by an eligible whistleblower to an eligible recipient under s1317AA). Roughly one in four investigated in-scope disclosures led to a finding of substantiated wrongdoing. ASIC frames that as a useful signal of program function: surveyed companies are following concerns through to a finding rather than receiving them and quietly closing them out.\u003C/p>\n\u003Cp>\u003Cstrong>13 entities accounted for around 74 per cent of disclosures.\u003C/strong> This is the finding that gets the least attention and matters the most. About one in ten of the surveyed companies absorbed roughly three-quarters of the total disclosure flow. The other 121 entities, between them, generated about a quarter. Twenty-two per cent reported receiving no disclosures at all over the full year.\u003C/p>\n\u003Cp>ASIC's reading of the concentration finding is that it is far more likely to indicate channel under-use than corporate virtue. A board sitting on a \"zero disclosures\" annual report should ask three questions before celebrating: Do workers know the channel exists? Do they trust it? And is there an anonymous, low-friction option that does not require a worker to identify themselves to a manager they may not trust?\u003C/p>",{"collection":76,"item":100},{"id":101,"content":102,"highlight":73,"variant":80},431,"\u003Ch2>Where the gaps are\u003C/h2>\n\u003Cp>The report identifies four practice gaps that recur across companies of every size.\u003C/p>\n\u003Cp>\u003Cstrong>Dedicated whistleblower web pages.\u003C/strong> More than one-third of surveyed entities did not provide one. A web page is the single most accessible point of formal entry for a worker thinking about disclosing, and it is the channel the surveyed companies most commonly attributed disclosures to. Without it, the policy is in a PDF on the intranet and the channel is a manager's email address.\u003C/p>\n\u003Cp>\u003Cstrong>Regular staff training.\u003C/strong> Around 25 per cent of companies did not provide regular training to staff on the whistleblower program. ASIC reads training as a leading indicator, since it is one of the few program elements a company controls completely and one of the few that workers reliably remember. A program that exists but is not actively communicated tends not to get used.\u003C/p>\n\u003Cp>\u003Cstrong>Employee feedback on the program.\u003C/strong> More than half had not sought feedback from employees in the previous year on how the program was designed or how it operated. This is the closest the report comes to an opinion on culture: a program that has never asked workers what they think of it is unlikely to be earning their trust.\u003C/p>\n\u003Cp>\u003Cstrong>Regular review of program effectiveness.\u003C/strong> Thirty per cent of surveyed companies did not regularly review whether the program was working. Without that review cycle, problems compound: training falls out of date, channels stagnate, retaliation safeguards drift.\u003C/p>\n\u003Cp>The four gaps are connected. A program without a dedicated web page tends to lack training that points workers at it. A program without training tends not to ask for feedback. A program that does not seek feedback rarely gets reviewed for effectiveness. The pattern that recurs in the data is of programs designed once, blessed by the board at adoption, and left alone for years.\u003C/p>",{"collection":76,"item":104},{"id":105,"content":106,"highlight":73,"variant":80},432,"\u003Ch2>The mistreatment finding\u003C/h2>\n\u003Cp>The single hardest finding in Report 827 to read past is the figure on whistleblower mistreatment.\u003C/p>\n\u003Cp>24 of the 134 surveyed companies (about 18 per cent) reported at least one disclosure that raised concerns about whistleblower mistreatment over the survey year. When ASIC narrowed the calculation to companies that had received any in-scope reports at all, the figure rose to roughly 28 per cent (24 of 75).\u003C/p>\n\u003Cp>That is not a marginal number. Around one in five surveyed companies had at least one allegation that the company had handled a whistleblower badly. Among companies actually receiving disclosures, roughly one in four. The mistreatment finding is the most direct evidence in the report that the legal protection regime, on paper since 1 July 2019 in its current form under the \u003Cem>Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019\u003C/em>, is not yet matching practice.\u003C/p>\n\u003Cp>Mistreatment is the precise harm the Corporations Act regime was strengthened in 2019 to prevent. Sections 1317AC and 1317AD make it a contravention to cause detriment to a discloser, with penalties that escalate quickly: civil penalties up to 5,000 penalty units (approximately $1.65 million at the current $330 Commonwealth penalty unit value) for an individual, and up to 50,000 penalty units (approximately $16.5 million), three times the benefit derived, or 10 per cent of annual turnover (capped at 2.5 million penalty units) for a body corporate.\u003C/p>\n\u003Cp>ASIC's first whistleblower retaliation civil penalty case, \u003Cem>ASIC v TerraCom Ltd (No 3) [2025] FCA 1017\u003C/em>, concluded on 26 August 2025 when the Federal Court (Justice Jackman) ordered a $7.5 million penalty plus $1 million in costs after TerraCom admitted contraventions. The penalty represented roughly 30 per cent of the maximum (~$24.49 million, calculated as 10 per cent of TerraCom's annual turnover for the 12 months to February 2020). That outcome and the timing of Report 827 are not unrelated. The regulator is signalling, with both data and enforcement, that whistleblower retaliation is a live risk and that companies cannot rely on policy text alone to manage it.\u003C/p>\n\u003Cp>For a deeper walk-through of the protections in question, see \u003Ca href=\"/articles/corporations-act-whistleblower-protections\">Corporations Act whistleblower protections\u003C/a>, and for the practical investigation pathway that minimises retaliation risk, see our guide to \u003Ca href=\"/articles/dealing-with-workplace-misconduct\">dealing with workplace misconduct\u003C/a>.\u003C/p>",{"collection":76,"item":108},{"id":109,"content":110,"highlight":73,"variant":80},433,"\u003Ch2>What listed and large proprietary entities have to do\u003C/h2>\n\u003Cp>The legal baseline has not moved. Public companies and large proprietary companies still have to maintain a whistleblower policy that meets s 1317AI of the Corporations Act, in force since 1 January 2020. What Report 827 changes is how the regulator now expects to see that policy translated into a working program. Three things are worth restating because the report makes them more enforceable in practice.\u003C/p>\n\u003Cp>\u003Cstrong>Who carries the s1317AI policy obligation.\u003C/strong> Public companies, large proprietary companies, and proprietary companies that are corporate trustees of registrable superannuation entities. A \"large proprietary company\" is defined in s 45A of the Corporations Act 2001 (Cth) as one that satisfies at least two of: consolidated revenue of $50 million or more for the financial year, consolidated gross assets of $25 million or more at the end of the financial year, and 100 or more employees at the end of the financial year. These thresholds were set by the Corporations Amendment (Proprietary Company Thresholds) Regulations 2019 (commenced 1 July 2019) and have been unchanged since.\u003C/p>\n\u003Cp>\u003Cstrong>What the policy must contain.\u003C/strong> Section 1317AI(5) requires the policy to set out: information about the protections available to whistleblowers (including under Part 9.4AAA); information about who can receive protected disclosures and how; information about how the company will support whistleblowers and protect them from detriment; information about how disclosures will be investigated; information about how the company will ensure fair treatment of employees mentioned in or related to disclosures; and information about how the policy will be made available to officers and employees.\u003C/p>\n\u003Cp>\u003Cstrong>What ASIC expects beyond the statutory minimum.\u003C/strong> Regulatory Guide 270, issued in November 2019, sets out ASIC's view of how a compliant policy should look in practice. Report 827 is the operational evidence of how that policy should translate into a working program: a dedicated reporting channel, staff training delivered on a regular cycle rather than once at adoption, an investigation workflow with documented timelines and decisions, anonymous two-way communication where requested, retaliation safeguards that are actively tracked, and senior management and board oversight of disclosures, outcomes, and any mistreatment concerns.\u003C/p>\n\u003Cp>Compliance with the policy obligation is a strict liability offence under s1317AI(4), with a penalty of 60 penalty units (currently $19,800 at the $330 Commonwealth penalty unit value, indexed each financial year). The dollar exposure of non-compliance with the policy obligation alone is small; the dollar exposure of mishandling a discloser, given the s1317AD penalty levels, is much larger.\u003C/p>",{"collection":76,"item":112},{"id":113,"content":114,"highlight":73,"variant":80},434,"\u003Ch2>The gap between policy and practice\u003C/h2>\n\u003Cp>Read together, the findings tell a consistent story. Most surveyed entities had a policy. Far fewer had the operational scaffolding that makes the policy useful: a discoverable channel, training that workers can recall, a feedback mechanism, a review cadence, and visible board oversight. The regulator sees the gap and is not pretending it does not exist.\u003C/p>\n\u003Cp>Two structural factors keep the gap open.\u003C/p>\n\u003Cp>The first is that whistleblower programs sit awkwardly across functions. Compliance owns the policy. People and culture often own training. Legal handles disclosures of certain types. Internal audit reviews the program. Risk reports to the board. When five functions own bits of one program, none of them owns the whole. Report 827's emphasis on regular review and visible accountability is a direct response to that fragmentation.\u003C/p>\n\u003Cp>The second is that the program only generates feedback when something has gone wrong. A board that hears nothing about whistleblower disclosures concludes, reasonably enough, that there is nothing to hear. The Report 827 concentration finding (74 per cent of disclosures sit with 10 per cent of companies) suggests that \"nothing to hear\" usually means \"the channel is not being used\", not \"everything is fine\". That distinction is the one ASIC is now asking directors to make on the record.\u003C/p>",{"collection":76,"item":116},{"id":117,"content":118,"highlight":73,"variant":80},435,"\u003Ch2>Practical action list for 2026\u003C/h2>\n\u003Cp>Six actions sit at the top of most boards' lists after Report 827. None of them require new technology by default; all of them are easier with the right platform.\u003C/p>\n\u003Cp>\u003Cstrong>1. Re-confirm the policy meets s1317AI(5) and reflects the 2019 amendments.\u003C/strong> If the last substantive review was before 1 January 2020, the policy almost certainly does not. RG 270 is the gap-test reference. A policy that pre-dates RG 270 should be rewritten, not patched.\u003C/p>\n\u003Cp>\u003Cstrong>2. Make sure there is a discoverable, dedicated reporting channel.\u003C/strong> A web page accessible from the homepage, plus a hotline if appropriate, plus a mobile-friendly path for workers without desktop access. The \"more than one-third had no dedicated web page\" finding is the single fastest gap to close.\u003C/p>\n\u003Cp>\u003Cstrong>3. Confirm anonymous disclosures can be received and supported through the full lifecycle.\u003C/strong> Genuine anonymity (no IP logging, no device fingerprints, no metadata that lets the discloser be identified later) and two-way communication that lets the company ask follow-up questions without forcing the discloser to identify themselves. Without two-way contact, anonymous channels collect signals the company cannot act on.\u003C/p>\n\u003Cp>\u003Cstrong>4. Schedule training as a recurring obligation.\u003C/strong> Every new starter, plus an annual refresh for everyone, plus targeted training for senior managers, eligible recipients, and case handlers. ASIC's flag on the 25 per cent training gap is a leading indicator the regulator can test against organisations easily.\u003C/p>\n\u003Cp>\u003Cstrong>5. Run a feedback cycle at least annually.\u003C/strong> A short, anonymous staff survey on awareness of the program, confidence in its handling, and willingness to use it produces the data the board now needs to demonstrate oversight. The \"more than half had not sought feedback\" finding is a direct invitation for a regulator to ask why.\u003C/p>\n\u003Cp>\u003Cstrong>6. Build the board pack.\u003C/strong> Volume of disclosures, channels used, in-scope vs out-of-scope split, average and longest investigation times, substantiation rate, retaliation concerns received and how they were handled, training completion rate, employee awareness survey results. The Aged Care Quality and Safety Commission, APRA, and ASIC are all moving towards expecting this level of structured oversight reporting. The data is much easier to assemble from a dedicated case management platform than from spreadsheets.\u003C/p>\n\u003Cp>For more on the operational design of speak-up channels, see \u003Ca href=\"/articles/anonymous-reporting-advantages-disadvantages\">the advantages and disadvantages of anonymous reporting\u003C/a> and \u003Ca href=\"/articles/ethics-hotline\">how an ethics hotline fits the broader speak-up program\u003C/a>. On the program design layer, \u003Ca href=\"/articles/iso-37002\">ISO 37002:2021\u003C/a> is the international standard for whistleblowing management systems and is closely aligned with what RG 270 and Report 827 are now asking for.\u003C/p>",{"collection":76,"item":120},{"id":121,"content":122,"highlight":73,"variant":80},436,"\u003Ch2>How this connects to the existing Part 9.4AAA framework\u003C/h2>\n\u003Cp>Report 827 sits inside a regulatory architecture that has been building since 2019. Five reference points are worth remembering.\u003C/p>\n\u003Cp>\u003Cstrong>The 2019 amendments.\u003C/strong> The \u003Cem>Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019\u003C/em> commenced on 1 July 2019 and substantially rewrote Part 9.4AAA of the Corporations Act 2001 (Cth). The amendments expanded the class of eligible whistleblowers, broadened the definition of disclosable conduct, strengthened identity confidentiality, raised civil penalties for retaliation, and introduced the s1317AI policy obligation for public and large proprietary companies (in force from 1 January 2020).\u003C/p>\n\u003Cp>\u003Cstrong>Regulatory Guide 270.\u003C/strong> Issued by ASIC in November 2019 to support implementation of the s1317AI policy obligation. RG 270 is the regulator's view on what a compliant whistleblower policy should contain, how it should be communicated, and how disclosures should be investigated. It remains the operative guidance.\u003C/p>\n\u003Cp>\u003Cstrong>Report 758 (predecessor benchmarking).\u003C/strong> Issued earlier in ASIC's whistleblower programme of work. Report 827 builds on Report 758 by drawing on a structured questionnaire rather than a sample review of policies.\u003C/p>\n\u003Cp>\u003Cstrong>The TerraCom retaliation case.\u003C/strong> \u003Cem>ASIC v TerraCom Ltd (No 3) [2025] FCA 1017\u003C/em> concluded on 26 August 2025 when the Federal Court (Justice Jackman) ordered a $7.5 million penalty plus $1 million in costs after TerraCom admitted contraventions for retaliating against a whistleblower. It is the first successful civil penalty action by ASIC under the strengthened retaliation provisions and a clear signal that the regulator is willing to use them.\u003C/p>\n\u003Cp>\u003Cstrong>The Parliamentary Joint Committee inquiry and the current reform pipeline.\u003C/strong> The 2017 Parliamentary Joint Committee on Corporations and Financial Services inquiry into whistleblower protections produced 35 recommendations; the Government's April 2019 response delivered the corporate-sector reforms now embedded in Part 9.4AAA. Reform of the parallel public-sector regime is now under way: in September 2025 the Albanese Government announced re-commencement of consultation on the Public Interest Disclosure Act 2013 framework, and the Public Interest Disclosure and Other Legislation Amendment (Whistleblower Protections) Bill 2025 is before Parliament. Further corporate-sector reform from Treasury (additional changes to Part 9.4AAA) remains less defined.\u003C/p>\n\u003Cp>The architecture is now mature enough that the legal baseline (Corporations Act + RG 270), the enforcement signal (TerraCom), and the program-level expectation (Report 827) line up. A board that is clear on all three has a defensible position. A board that has only the policy text is exposed.\u003C/p>\n\u003Cp>For a comprehensive walk through Part 9.4AAA's protections, including who is an eligible whistleblower, what counts as disclosable conduct, and the specific remedies for retaliation, see \u003Ca href=\"/articles/corporations-act-whistleblower-protections\">Corporations Act whistleblower protections\u003C/a>.\u003C/p>",{"collection":76,"item":124},{"id":125,"content":126,"highlight":73,"variant":80},437,"\u003Ch2>How Elker fits in\u003C/h2>\n\u003Cp>Elker is a speak-up and case management platform built for organisations handling sensitive disclosures, including the Part 9.4AAA disclosures that Report 827 was concerned with. The platform pairs secure multi-channel intake (a dedicated web page accessible to workers, a hotline option, mobile-friendly forms, and email aliases) with a comprehensive case management workflow that takes a disclosure through triage, investigation, decision, communication, and board-level reporting.\u003C/p>\n\u003Cp>Anonymity is genuine: no IP logging, no device fingerprinting, no retained metadata that could be used to reconstruct a discloser's identity later. Two-way anonymous messaging lets case handlers ask follow-up questions without forcing the discloser to identify themselves, which is the capability the surveyed companies most often lacked.\u003C/p>\n\u003Cp>For the board pack ASIC now effectively expects, Elker produces aggregate analytics on disclosure volumes, channels, in-scope vs out-of-scope routing, investigation timelines, substantiation rates, training completion, retaliation concerns, and employee awareness signals. Cybersecurity, information security, and granular access controls are designed into every layer of the platform following secure-by-design and privacy-by-design principles. Elker is ISO 27001 certified and SOC 2 attested.\u003C/p>\n\u003Cp>For more, see the \u003Ca href=\"/solutions/whistleblowing-platform\">whistleblowing platform\u003C/a> page, the \u003Ca href=\"/solutions/case-management-software\">case management software\u003C/a> page, or the broader \u003Ca href=\"/solutions/speak-up-platform\">speak-up platform\u003C/a> overview. For a comparison of platform categories and what to look for in a tender, see our \u003Ca href=\"/articles/case-management-software\">case management software guide\u003C/a>.\u003C/p>",{"collection":128,"item":129},"faq_block",{"id":130,"title":131,"subtitle":80,"faqs":132},106,"Frequently asked questions",[133,140,147,154,161,168,175,182],{"id":134,"faq_block_id":130,"sort":135,"faq_item_id":136},620,1,{"id":137,"question":138,"answer":139},677,"Who has to comply with ASIC Report 827?","\u003Cp>Report 827 is not itself a binding instrument. The binding obligation is s1317AI of the Corporations Act 2001 (Cth), which requires public companies, large proprietary companies, and proprietary companies that are corporate trustees of registrable superannuation entities to have a whistleblower policy that meets the s1317AI(5) content requirements. Report 827 is how ASIC has signalled it will assess whether a company's program in practice matches the policy on paper.\u003C/p>",{"id":141,"faq_block_id":130,"sort":142,"faq_item_id":143},621,2,{"id":144,"question":145,"answer":146},678,"Does ASIC Report 827 change the law?","\u003Cp>No. The legal framework is still set by Part 9.4AAA of the Corporations Act and by ASIC Regulatory Guide 270. Report 827 is a benchmarking document that tells the market what good and weak practice look like in 2026. Companies should expect ASIC to assess their programs against the report's practice findings as well as against the policy text.\u003C/p>",{"id":148,"faq_block_id":130,"sort":149,"faq_item_id":150},622,3,{"id":151,"question":152,"answer":153},679,"What was the headline finding of ASIC Report 827?","\u003Cp>The most cited finding is the concentration of disclosures: 13 entities (around 10 per cent of the 134 surveyed) accounted for approximately 74 per cent of all whistleblower disclosures over the survey year, while 22 per cent of surveyed companies received none. ASIC's reading is that low or zero disclosure volumes usually indicate channel under-use, not the absence of misconduct.\u003C/p>",{"id":155,"faq_block_id":130,"sort":156,"faq_item_id":157},623,4,{"id":158,"question":159,"answer":160},680,"How long does ASIC say a whistleblower investigation should take?","\u003Cp>Report 827 records an average investigation time of 49 days across the surveyed entities but does not set a binding target. ASIC's expectation, as set out in RG 270, is that companies investigate disclosures promptly, document their timelines, and explain longer cases by reference to complexity. Boards should be able to defend their average and tail times against case mix.\u003C/p>",{"id":162,"faq_block_id":130,"sort":163,"faq_item_id":164},624,5,{"id":165,"question":166,"answer":167},681,"Is a dedicated whistleblower web page mandatory under the Corporations Act?","\u003Cp>A dedicated web page is not literally mandated by the text of s1317AI. The s1317AI(5) policy content requirements include making the policy available to officers and employees, and ASIC RG 270 expects a discoverable, accessible reporting channel. After Report 827, the practical position is that a dedicated web page is now the regulator's clear expectation; companies without one should be ready to explain why.\u003C/p>",{"id":169,"faq_block_id":130,"sort":170,"faq_item_id":171},625,6,{"id":172,"question":173,"answer":174},682,"What penalties apply for failing to have a compliant whistleblower policy?","\u003Cp>Failure to comply with s1317AI is a strict liability offence carrying 60 penalty units (currently $19,800 at the $330 Commonwealth penalty unit value, indexed each financial year). The much larger exposure sits in s1317AC and s1317AD: causing detriment to a discloser attracts civil penalties up to 5,000 penalty units (approximately $1.65 million) for an individual, and up to 50,000 penalty units (approximately $16.5 million), three times the benefit derived, or 10 per cent of annual turnover (capped at 2.5 million penalty units) for a body corporate.\u003C/p>",{"id":176,"faq_block_id":130,"sort":177,"faq_item_id":178},626,7,{"id":179,"question":180,"answer":181},683,"How should a board respond to Report 827?","\u003Cp>Six actions sit at the top of most boards' lists: re-confirm the policy meets s1317AI(5) and reflects the 2019 amendments; make sure there is a discoverable dedicated reporting channel; confirm anonymous disclosures can be received and supported with two-way contact; schedule training as a recurring obligation; run a structured employee feedback cycle at least annually; and build a board reporting pack that covers volumes, channels, investigation times, substantiation, retaliation concerns, training completion, and awareness survey results.\u003C/p>",{"id":183,"faq_block_id":130,"sort":184,"faq_item_id":185},627,8,{"id":186,"question":187,"answer":188},684,"Where does ASIC Report 827 sit alongside ISO 37002?","\u003Cp>ISO 37002:2021 is the international standard for whistleblowing management systems. It is consistent with the program-level expectations Report 827 sets out, particularly around governance, training, channels, investigation workflow, and review. Companies that have certified or aligned to ISO 37002 are well positioned against Report 827; companies that have not should treat Report 827 as a pragmatic gap-test and ISO 37002 as the underlying framework.\u003C/p>",{"collection":76,"item":190},{"id":191,"content":192,"highlight":73,"variant":193},438,"\u003Ch2>Sources and further reading\u003C/h2>\n\u003Cp>\u003Cstrong>ASIC primary sources\u003C/strong>\u003C/p>\n\u003Col>\n\u003Cli>Australian Securities and Investments Commission, \u003Cem>Report 827: Insights from the ASIC whistleblower questionnaire: July 2024 to June 2025\u003C/em> (4 December 2025). Landing page: https://www.asic.gov.au/regulatory-resources/find-a-document/reports/rep-827-insights-from-the-asic-whistleblower-questionnaire-july-2024-to-june-2025/ Report PDF: https://download.asic.gov.au/media/hr1dcbnq/rep827-published-4-december-2025.pdf Retrieved 30 April 2026.\u003C/li>\n\u003Cli>Australian Securities and Investments Commission, media release 25-294MR, \u003Cem>ASIC calls on Australian companies to adopt better practices to protect whistleblowers\u003C/em> (4 December 2025). https://www.asic.gov.au/about-asic/news-centre/find-a-media-release/2025-releases/25-294mr-asic-calls-on-australian-companies-to-adopt-better-practices-to-protect-whistleblowers/ Retrieved 30 April 2026.\u003C/li>\n\u003Cli>Australian Securities and Investments Commission, \u003Cem>Regulatory Guide 270: Whistleblower policies\u003C/em> (November 2019). https://www.asic.gov.au/regulatory-resources/find-a-document/regulatory-guides/rg-270-whistleblower-policies/ Retrieved 30 April 2026.\u003C/li>\n\u003Cli>Australian Securities and Investments Commission, media release 25-179MR, \u003Cem>TerraCom to pay $7.5 million after ASIC whistleblower action\u003C/em> (2025). https://www.asic.gov.au/about-asic/news-centre/find-a-media-release/2025-releases/25-179mr-terracom-to-pay-7-5-million-after-asic-whistleblower-action/ Retrieved 30 April 2026.\u003C/li>\n\u003C/ol>\n\u003Cp>\u003Cstrong>Statutory references\u003C/strong>\u003C/p>\n\u003Col>\n\u003Cli>Corporations Act 2001 (Cth) Part 9.4AAA (whistleblower protections), in particular ss 1317AA, 1317AAA, 1317AAD, 1317AC, 1317AD, 1317AE, and 1317AI. https://www5.austlii.edu.au/au/legis/cth/consol_act/ca2001172/\u003C/li>\n\u003Cli>\u003Cem>Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019\u003C/em> (Cth).\u003C/li>\n\u003C/ol>\n\u003Cp>\u003Cstrong>Industry commentary (consulted for context only; reader should always rely on primary sources)\u003C/strong>\u003C/p>\n\u003Col>\n\u003Cli>Herbert Smith Freehills Kramer, \u003Cem>ASIC Report 827 on whistleblowing practices of 134 surveyed companies: how does your company stack up?\u003C/em> (December 2025). https://www.hsfkramer.com/insights/2025-12/asic-report-827-on-whistleblowing-practices-of-134-surveyed-companies Retrieved 30 April 2026.\u003C/li>\n\u003Cli>Clayton Utz, \u003Cem>ASIC's expectations for whistleblower programs: critical findings from its recent whistleblower survey and next steps for Australian corporates in 2026\u003C/em> (March 2026). https://www.claytonutz.com/insights/2026/march/asics-expectations-for-whistleblower-programs-critical-findings-from-its-recent-whistleblower-survey-and-next-steps-for-australian-corporates-in-2026 Retrieved 30 April 2026.\u003C/li>\n\u003Cli>DLA Piper, \u003Cem>ASIC calls on Australian companies to adopt better practices to protect whistleblowers\u003C/em> (December 2025). https://knowledge.dlapiper.com/dlapiperknowledge/globalemploymentlatestdevelopments/2025/asic-calls-on-australian-companies-to-adopt-better-practices-to-protect-whistleblowers Retrieved 30 April 2026.\u003C/li>\n\u003Cli>Insurance Business Australia, \u003Cem>ASIC urges companies to review whistleblower programs\u003C/em> (December 2025). https://www.insurancebusinessmag.com/au/news/breaking-news/asic-urges-companies-to-review-whistleblower-programs-558971.aspx Retrieved 30 April 2026.\u003C/li>\n\u003C/ol>\n\u003Cp>\u003Cstrong>International standards\u003C/strong>\u003C/p>\n\u003Col>\n\u003Cli>ISO 37002:2021, \u003Cem>Whistleblowing management systems guidelines\u003C/em>. https://www.iso.org/standard/65035.html\u003C/li>\n\u003C/ol>\n\u003Cp>This guide is general information about the law and ASIC's findings; it is not legal advice. Boards and compliance teams considering specific actions in response to Report 827 should obtain advice tailored to their organisation and sector.\u003C/p>","sources",[195,199],{"category_id":196},{"slug":197,"title":198},"compliance","Compliance",{"category_id":200},{"slug":201,"title":202},"reporting","Reporting",{"id":204,"filename_download":205,"description":206,"width":207,"height":208},"dce7d670-c750-4860-933a-80a91e38674b","asic-report-827-whistleblower-policies.png","Asic Report 827 Whistleblower Policies",1920,1080,{"meta_title":210,"meta_description":211,"meta_image":212},"ASIC Report 827: Whistleblower Findings and What They Mean (2026)","ASIC Report 827 surveyed 134 Australian companies on whistleblower policies. The findings, the gaps the regulator flagged, and the practical actions for boards and compliance teams in 2026.",{"id":204,"filename_download":205},[214,242,273,288,314,339,361,381,401,425,442,465,491,512,535,557,578,600,622,648,671,700,726,753,776,800,819,842,864],{"id":215,"status":65,"date_updated":216,"title":217,"slug":26,"subtitle":218,"date":219,"seo":220,"locale":221,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":225,"categories":235,"image":238},53,"2026-04-22T11:36:35.986Z","Case management software for sensitive matters: a complete guide","How case management software works, what makes it different when the cases involve sensitive disclosures, and what to look for when you're comparing platforms or running a tender.","2026-04-01",107,[72,222],"nz",22,11,[226,227,228,229,230,231,232,233,234],628,629,630,631,632,633,634,635,636,[236,237],93,94,{"id":239,"filename_download":240,"description":241,"width":207,"height":208},"be4ffc70-44ce-4ffe-9b52-7d3a9735a83f","case-management-software.png","Person on Computer using Case Management Software with text \"Case management software for sensitive matters: a complete guide\"",{"id":243,"status":65,"date_updated":244,"title":245,"slug":246,"subtitle":247,"date":248,"seo":249,"locale":250,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":251,"categories":266,"image":269},57,"2026-04-22T11:36:37.420Z","The National Higher Education Code on gender-based violence: what Australian universities must do by 2026","au-national-higher-education-code-gbv","From 1 January 2026, every Australian university must meet seven legally enforceable standards on preventing and responding to gender-based violence. Here is what the National Code requires, who enforces it, and how to get your reporting and response systems ready.","2026-03-20",111,[72],[252,253,254,255,256,257,258,259,260,261,262,263,264,265],596,597,598,599,600,601,602,603,604,605,606,607,608,609,[267,268],101,102,{"id":270,"filename_download":271,"description":272,"width":207,"height":208},"dfe74ca6-bdba-4798-a62d-432e7058219a","The-National-Higher-Education-Code-on-gender-based-violence.png","Sandstone University alongside text \"The National Higher Education Code on Gender Based Violence - what Australian universities must do by 2026\"",{"id":135,"status":65,"date_updated":274,"title":275,"slug":276,"subtitle":277,"date":278,"seo":163,"locale":279,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":280,"categories":283,"image":284},"2026-04-22T11:36:19.622Z","Criminalising Intentional Wage Underpayments Under the Fair Work Act","criminalising-intentional-wage-underpayments","\u003Cp>On 1 January 2025, new laws came into effect in Australia criminalising wage underpayments by employers and increasing civil penalties. The changes, implemented through amendments to the Fair Work Act, make wage theft a criminal offence punishable by hefty fines and the possibility of prison time.\u003C/p>","2025-01-15",[72],[125,135,142,149,156,191,281,282],577,440,[135],{"id":285,"filename_download":286,"description":287,"width":207,"height":208},"6ffb6599-3106-4276-9a86-0f2b35db0fc7","wage_theft_article.png","Wage theft laws Australia: Criminalising intentional wage underpayments hero",{"id":149,"status":65,"date_updated":289,"title":290,"slug":291,"subtitle":292,"date":293,"seo":294,"locale":295,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":296,"categories":307,"image":308},"2026-04-22T11:36:20.148Z","Mind the Gap: WGEA Reporting Data Shows Divide Between Harassment Policies and Practice","wgea-reporting-policy-practice","\u003Cp>The latest WGEA industry report shows a striking paradox in Australian workplaces: while anti-harassment policies are nearly universal, their practical implementation falls significantly short.\u003C/p>","2024-11-21",38,[72],[297,224,298,299,300,301,302,303,304,305,306],541,12,13,14,15,16,17,542,543,544,[142,149,156,163],{"id":309,"filename_download":310,"description":311,"width":312,"height":313},"af1c7259-a629-4e6d-b572-f08f1b2321e4","wgea_reporting_1.png","Mind the Gap: WGEA reporting data shows divide between harassment policy and practice",2500,1406,{"id":163,"status":65,"date_updated":315,"title":316,"slug":317,"subtitle":318,"date":319,"seo":320,"locale":321,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":322,"categories":332,"image":335},"2026-04-22T11:36:20.781Z","Conducting a Psychosocial Risk Assessment: A Guide for Employers","psychosocial-risk-assessment-guide","\u003Cp>Psychosocial hazards in the workplace can lead to severe consequences for workers' mental health and well-being. As an employer, it is crucial to proactively identify and manage these risks to ensure a safe and healthy working environment. This article will guide you through conducting a psychosocial risk assessment and implementing effective control measures.\u003C/p>","2024-11-04",40,[72],[323,324,325,326,327,328,329,330,331],513,25,26,27,28,29,514,515,516,[184,333,334],9,10,{"id":336,"filename_download":337,"description":338,"width":312,"height":313},"a200c3ec-796d-4201-bd53-602bc3c8d0be","psychosocial_risk_assessment.png","Conducting a psychosocial risk assessment: A guide for employers",{"id":177,"status":65,"date_updated":340,"title":341,"slug":342,"subtitle":343,"date":344,"seo":345,"locale":346,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":347,"categories":356,"image":357},"2026-04-22T11:36:21.528Z","Modern Slavery Reporting Requirements: Australia Prepares for Strengthening Compliance","modern-slavery-reporting-requirements","\u003Cp>Australia is undergoing a significant overhaul of its anti-slavery legislation. Learn more about the Australian Government's recommendations to combat modern slavery and stay ahead of compliance requirements. \u003C/p>","2024-07-03",42,[72],[348,294,349,320,350,345,351,352,353,354,355],485,39,41,43,44,486,585,488,[224,298,299],{"id":358,"filename_download":359,"description":360,"width":312,"height":313},"d5dde3ef-24e5-4107-9b65-87f4ed0043af","moder_slavery_reporting_requirements_1.png","Modern slavery reporting requirements: A guide for Australian businesses",{"id":184,"status":65,"date_updated":362,"title":363,"slug":25,"subtitle":364,"date":365,"seo":351,"locale":366,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":367,"categories":376,"image":377},"2026-04-22T11:36:21.813Z","Creating a Mentally Healthy Workplace: A Step-By-Step Guide","\u003Cp>With one in five Australians experiencing mental health issues each year, supporting mental health has become a priority for many workplaces. As awareness grows, there are also new legal considerations to manage psychosocial hazards under Australia's evolving workplace health and safety laws.\u003C/p>","2024-06-25",[72],[368,369,370,371,372,373,374,375],565,46,47,48,49,566,567,568,[300,301,302],{"id":378,"filename_download":379,"description":380,"width":312,"height":313},"6ac9e991-4f8e-4b47-a78b-ed845fccec8f","mentally-healthy-workplace-1.png","Creating a mentally healthy workplace: guide for employers",{"id":333,"status":65,"date_updated":382,"title":383,"slug":384,"subtitle":385,"date":386,"seo":352,"locale":387,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":388,"categories":395,"image":397},"2026-04-22T11:36:22.105Z","Employment Discrimination Law in Australia: Rights and Protections","employment-discrimination-law","\u003Cp>Australia has a robust framework of anti-discrimination laws designed to protect employees from unlawful discrimination in the workplace. These laws ensure that all workers are treated fairly and have equal access to employment opportunities, regardless of their personal characteristics. Understand the laws to maintain a safe, inclusive work environment.\u003C/p>","2024-06-20",[72],[389,390,391,215,392,393,394],461,51,52,462,581,464,[303,396],18,{"id":398,"filename_download":399,"description":400,"width":312,"height":313},"863a9dba-cd3b-425b-bdf9-22ac535ca91e","employment_discrimination_law_australia_1.png","Anti-discrimination laws and rights in Australia: a guide for employers",{"id":334,"status":65,"date_updated":402,"title":403,"slug":404,"subtitle":405,"date":406,"seo":407,"locale":408,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":409,"categories":417,"image":421},"2026-04-22T11:36:22.411Z","Advantages of Whistleblowing in the Workplace","advantages-of-whistleblowing-in-the-workplace","\u003Cp>Whistleblowing is a vital tool for organisations to uncover and combat fraud, misconduct, and other forms of wrongdoing. By encouraging internal reporting and protecting whistleblowers, companies can reduce financial losses, improve workplace culture, and promote transparency. In this article, we explore the benefits of whistleblowing and how to implement effective reporting mechanisms.\u003C/p>","2024-06-13",45,[72],[410,411,412,243,64,413,414,415,416],401,55,56,59,402,403,404,[418,419,420],19,20,21,{"id":422,"filename_download":423,"description":424,"width":312,"height":313},"eacfb35f-f687-49c7-84a7-eab40efef629","advantages_of_whistleblowing_1.png","Advantages of whistleblowing in the workplace - a guide for employers",{"id":224,"status":65,"date_updated":426,"title":427,"slug":428,"subtitle":429,"date":430,"seo":369,"locale":431,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":432,"categories":436,"image":438},"2026-04-22T11:36:22.768Z","Corporations Act: Whistleblower Protections in Australia","corporations-act-whistleblower-protections","\u003Cp>Discover how the Corporations Act 2001 safeguards whistleblowers in Australia and what companies must do to comply with the law.\u003C/p>","2024-05-25",[72],[109,433,434,435,113,117,121],61,62,63,[223,437],23,{"id":439,"filename_download":440,"description":441,"width":312,"height":313},"88dce487-152b-4445-888c-be04ae09668b","corporations_act_whistleblower_protections_1.png","Corporations Act whistleblower protections: A guide for employers",{"id":299,"status":65,"date_updated":443,"title":444,"slug":7,"subtitle":445,"date":446,"seo":371,"locale":447,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":448,"categories":460,"image":461},"2026-04-22T11:36:23.403Z","Anonymous Reporting App for Schools to Enhance Safety","\u003Cp>Recent incidents at Australian schools have brought the issue of student safety and well-being to public attention. These cases highlight the need for school reporting systems that allow students, staff, and parents to voice their concerns safely and transparently. Anonymous reporting apps have been critical in detecting and preventing bullying, harassment, and safety issues in educational institutions.\u003C/p>","2024-04-03",[72,222],[449,450,451,452,453,454,455,456,457,458,459],413,70,71,72,73,74,75,76,414,415,416,[325,326,327],{"id":462,"filename_download":463,"description":464,"width":312,"height":313},"95e82cfb-04ea-4f76-8ee1-64f15a714c5a","anonymous_reporting_for_schools_1.png","Anonymous reporting for schools to enhance safety",{"id":300,"status":65,"date_updated":466,"title":467,"slug":468,"subtitle":469,"date":470,"seo":372,"locale":471,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":472,"categories":484,"image":487},"2026-04-22T11:36:23.779Z","How to Set Up an Ethics Hotline – Best Practice for Managing Integrity","ethics-hotline","\u003Cp>Ethics hotlines have become an essential tool for organisations committed to fostering a culture of integrity and transparency. In this article, we'll explore the key considerations for setting up an effective ethics hotline and how digital solutions can help organisations manage risk proactively.\u003C/p>","2024-04-01",[72],[473,474,475,476,477,478,479,480,481,482,483],465,78,79,80,81,82,83,84,466,467,468,[328,485,486],30,31,{"id":488,"filename_download":489,"description":490,"width":312,"height":313},"5ce82b05-f783-40bb-b422-818f9103084f","ethics_hotline_1.png","Setting up a digital ethics hotline: safeguarding integrity with anonymous reporting",{"id":301,"status":65,"date_updated":492,"title":493,"slug":494,"subtitle":495,"date":496,"seo":497,"locale":498,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":499,"categories":505,"image":508},"2026-04-22T11:36:24.152Z","Commonwealth Fraud and Corruption Control Framework 2024: Effective Detection Mechanisms","commonwealth-fraud-and-corruption-control-framework-2024","\u003Cp>The new Commonwealth Fraud and Corruption Control Framework 2024 is a development in the Australian government's efforts to combat fraudulent and corrupt practices within organisations. Set to take effect on 1 July 2024, the framework represents a significant step towards enhancing integrity and accountability across the public sector.\u003C/p>","2024-03-28",50,[72],[93,500,501,502,503,504,97,101,105],86,87,88,89,90,[506,507],32,33,{"id":509,"filename_download":510,"description":511,"width":312,"height":313},"38d66203-95d6-41de-87cf-8adf97a5dc64","commonwealth_fraud_and_corruption_control_framework_1.png","Commonwealth Fraud and Corruption Control Framework: a guide for employers",{"id":302,"status":65,"date_updated":513,"title":514,"slug":8,"subtitle":515,"date":516,"seo":390,"locale":517,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":518,"categories":527,"image":531},"2026-04-22T11:36:24.458Z","ISO 37002 & Certification FAQ: Whistleblowing Management System","\u003Cp>Learn about ISO 37002 and what makes an effective whistleblowing management system. See how your organisation can meet international standards and improve its organizational culture.\u003C/p>","2024-03-22",[72,222],[519,520,521,236,237,522,523,524,525,526],481,91,92,95,96,482,584,484,[528,529,530],34,35,36,{"id":532,"filename_download":533,"description":534,"width":312,"height":313},"cac2e30f-ae8f-427b-98d4-b31f710655dd","iso_37002_certification_1.png","ISO 37002: implementing an effective whistleblowing management system",{"id":303,"status":65,"date_updated":536,"title":537,"slug":538,"subtitle":539,"date":540,"seo":391,"locale":541,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":542,"categories":551,"image":553},"2026-04-22T11:36:24.840Z","Understanding the Public Interest Disclosure Act 2013: The Role of Anonymous Reporting","public-interest-disclosure-act-2013","\u003Cp>The Public Interest Disclosure Act 2013 upholds the integrity of the Commonwealth public sector by enabling employees to report instances of corruption, maladministration, and other forms of misconduct. This article aims to provide a clear understanding of how PID operates, the scope of disclosures it permits, and the mechanisms in place to support individuals who come forward with information.\u003C/p>","2024-03-19",[72],[543,544,545,546,267,268,547,548,549,550],517,98,99,100,103,518,590,520,[552,294],37,{"id":554,"filename_download":555,"description":556,"width":312,"height":313},"d9d6b7b2-d3fa-4428-908c-aaf66053a2f6","public_interest_diclosure_act_1.png","Public Interest Disclosure Act 2013: The role of anonymous reporting ",{"id":419,"status":65,"date_updated":558,"title":559,"slug":560,"subtitle":561,"date":562,"seo":411,"locale":563,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":564,"categories":573,"image":574},"2026-04-22T11:36:25.784Z","Right to Disconnect: Australia Empowers Workers In Closing Loopholes Bill","right-to-disconnect-australia","\u003Cp>With the passing of the Fair Work Legislation Amendment (\u003Ca href=\"https://parlinfo.aph.gov.au/parlInfo/download/legislation/bills/r7134_aspassed/toc_pdf/b23pu107.v08.pdf;fileType=application%2Fpdf\" target=\"_blank\" rel=\"noopener\">Closing Loopholes No. 2\u003C/a>) Bill 2023, Australian workers have a right to disconnect from contact by employers after working hours. This article explains the Bill and its practical implications for Australian employers.\u003C/p>","2024-02-28",[72],[565,566,567,568,569,570,571,572],521,114,115,116,117,522,591,524,[351,352],{"id":575,"filename_download":576,"description":577,"width":312,"height":313},"242b539d-a908-44b2-a011-0c555a44d873","right_to_disconnect_australia.png","The right to disconnect: A guide for Australian employers",{"id":437,"status":65,"date_updated":579,"title":580,"slug":581,"subtitle":582,"date":583,"seo":584,"locale":585,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":586,"categories":593,"image":594},"2026-04-22T11:36:26.773Z","Industrial Manslaughter: Australia Set to Increase Workplace Safety With the Closing Loopholes Act","industrial-manslaughter","\u003Cp>The stakes have risen for businesses in Australia with the introduction of federal industrial manslaughter laws. With the potential for significant penalties, it’s important for businesses to stay up to date with amendments to the Fair Work Act and adopt practices to prevent workplace deaths.\u003C/p>","2024-02-21",60,[72],[587,588,589,590,591,592],477,163,164,478,583,480,[370,371],{"id":595,"filename_download":596,"description":597,"width":598,"height":599},"076472af-bada-42d0-99d2-0347df58cac2","image.png","Closing Loopholes: New industrial manslaughter laws in Australia",1970,1108,{"id":601,"status":65,"date_updated":602,"title":603,"slug":604,"subtitle":605,"date":606,"seo":433,"locale":607,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":608,"categories":617,"image":618},24,"2026-04-22T11:36:27.076Z","Closing Loopholes: Guide to Regulatory Changes and Compliance in 2025","closing-loopholes","\u003Cp>The Fair Work Legislation Amendment for 2023 brings a critical focus to closing loopholes in Australian workplace regulations. From clarifying employment definitions to overhauling workers' rights, these reforms affect most businesses in Australia. This article explores the key changes and the practical implications for ensuring compliance and promoting fair work practices.\u003C/p>","2024-02-19",[72],[609,610,611,612,613,614,615,616],421,166,167,168,169,422,575,424,[372],{"id":619,"filename_download":620,"description":621,"width":598,"height":599},"9540c7aa-1e71-4f96-a07e-08dbcfa323c9","closing-loopholes-regulations.png","Closing Loopholes: Guide to regulatory changes and compliance in 2024",{"id":325,"status":65,"date_updated":623,"title":624,"slug":625,"subtitle":626,"date":627,"seo":435,"locale":628,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":629,"categories":642,"image":643},"2026-04-22T11:36:27.818Z","Positive Duty Guidelines: Compliance with the Sex Discrimination Act","7-standards-positive-duty-sex-discrimination-act","\u003Cp>Is your organisation complying with the positive duty? From 12 December 2023, the Australian Human Rights Commission will enforce the measures to eliminate workplace sexual harassment, discrimination and victimisation. This article outlines the seven standards to help you achieve best practices in creating a safer workplace.\u003C/p>","2024-01-30",[72],[630,631,632,633,634,635,636,637,638,639,640,641],397,178,179,180,181,182,183,184,185,398,399,400,[391,215],{"id":644,"filename_download":645,"description":646,"width":598,"height":647},"037627c6-38b4-4d0c-9d2c-ef826497f98a","positive-duty-standards.jpeg","Respect at Work Bill: 7 standards for positive duty compliance with the Sex Discrimination Act",1033,{"id":324,"status":65,"date_updated":649,"title":650,"slug":651,"subtitle":652,"date":627,"seo":434,"locale":653,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":654,"categories":666,"image":667},"2026-04-22T11:36:27.460Z","Whistleblowing in Aged Care: Protections Under the New Aged Care Act","whistleblowing-in-aged-care","\u003Cp>Whistleblowing in aged care is vital for ensuring the safety and well-being of our elderly population. This article delves into the new Aged Care Act and its provisions for whistleblower protection. We explore how these protections will allow individuals to report misconduct without fear of retaliation.\u003C/p>",[72],[655,656,657,658,659,660,661,662,663,664,665],557,171,172,173,174,175,176,177,558,559,560,[497,390],{"id":668,"filename_download":669,"description":670,"width":207,"height":208},"a4968980-0945-44eb-b4d5-580efb1bbb21","new-aged-care-act.png","Whistleblowing in aged care: protections under the new Aged Care Act",{"id":326,"status":65,"date_updated":672,"title":673,"slug":674,"subtitle":675,"date":676,"seo":677,"locale":678,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":679,"categories":694,"image":696},"2026-04-22T11:36:28.110Z","Psychosocial hazards at work - changes to Australian WHS laws","psychosocial-hazards-at-work","\u003Cp>Recent changes to Australian WHS laws have placed a spotlight on psychosocial hazards, underlining their impact on staff well-being and overall business health. This article delves into the nature of these hazards, their effects on workers, and the legislative shifts that demand a proactive approach to managing psychological risks in the workplace.\u003C/p>","2023-10-24",64,[72],[680,681,682,683,684,685,686,687,688,689,690,691,692,693],509,186,188,187,189,190,191,192,193,194,195,510,511,512,[695],54,{"id":697,"filename_download":698,"description":699,"width":598,"height":647},"6606ed71-db45-449d-adbc-2388572627ff","psychosocial-hazards-workplace-guide.jpeg","Psychosocial hazards at work: New changes to WHS laws",{"id":294,"status":65,"date_updated":701,"title":702,"slug":20,"subtitle":703,"date":704,"seo":454,"locale":705,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":706,"categories":719,"image":722},"2026-04-22T11:36:31.791Z","Anonymous Reporting In the Workplace - Advantages and Disadvantages","\u003Cp>Exploring the impact, rewards and challenges of workplace whistleblowing for a safer, more transparent work environment.\u003C/p>","2023-08-10",[72,222],[707,708,709,710,711,712,713,714,715,716,717,718],409,235,236,237,238,239,240,241,242,410,411,412,[720,721],66,67,{"id":723,"filename_download":724,"description":725,"width":598,"height":647},"3cb21258-85ed-49fc-b1c4-526bc3e98e56","anonymous-reporting-benefits.jpeg","The advantages and disadvantages of anonymous reporting in the workplace: guide",{"id":350,"status":65,"date_updated":727,"title":728,"slug":729,"subtitle":730,"date":731,"seo":732,"locale":733,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":734,"categories":747,"image":748},"2026-04-22T11:36:32.552Z","Respect at Work Bill - What it means for your business","what-the-respect-at-work-bill-means-for-your-business","\u003Cp>Understand the Bill's impact on combating workplace sexual harassment and discrimination. Take the steps towards compliance in your organisation.\u003C/p>","2023-07-19",77,[72],[735,736,737,738,739,740,741,742,743,744,745,746],553,247,248,249,250,251,252,253,254,554,595,556,[450,451,452],{"id":749,"filename_download":750,"description":751,"width":598,"height":752},"bc3c79b8-0afc-463d-9595-d71f0edba8fa","creating-safe-workplace.png","Creating a safe workplace: Respect at Work guide",1034,{"id":371,"status":65,"date_updated":754,"title":755,"slug":756,"subtitle":757,"date":758,"seo":500,"locale":759,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":760,"categories":770,"image":772},"2026-04-22T11:36:34.646Z","Pay Secrecy Australia - New Fair Work Laws Ban Secrecy Clauses","pay-secrecy-australia","\u003Cp>Australia has enacted new laws banning pay secrecy in workplaces. The legislation aims to increase pay transparency, combat the gender pay gap, and safeguard employee rights. This article explores the implications of these changes for both employers and employees.\u003C/p>","2023-01-07",[72],[761,762,763,764,765,766,767,768,769],489,306,307,308,309,310,490,586,492,[771],85,{"id":773,"filename_download":774,"description":775,"width":598,"height":752},"ad0b615f-f671-44eb-b534-fa82b76eaa04","Breaking_Down_Pay_Secrecy_Australia_1_22885c827d.jpg","Pay secrecy Australia",{"id":345,"status":65,"date_updated":777,"title":778,"slug":779,"subtitle":780,"date":781,"seo":474,"locale":782,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":783,"categories":795,"image":796},"2026-04-22T11:36:32.840Z","Combating Discrimination in the Workplace: A Practical Guide","discrimination-in-the-workplace","\u003Cp>An inclusive and diverse workplace environment fosters creativity, innovation, and productivity. However, despite the benefits, discrimination persists in Australian workplaces. This blog post is your guide to understanding discrimination in the workplace, the legal framework protecting employees, and best practices for employers to tackle discrimination and promote a healthy and safe work environment.\u003C/p>","2022-12-01",[72],[784,785,786,787,788,789,790,791,792,793,794],453,256,257,258,259,260,261,262,454,579,456,[453,454,455],{"id":797,"filename_download":798,"description":799,"width":598,"height":599},"8cb11641-fc24-4084-a2f5-ca56f69113d5","discrimination-workplace.png","Combatting discrimination in the workplace: A practical guide to Australian laws and best practices",{"id":351,"status":65,"date_updated":801,"title":802,"slug":803,"subtitle":804,"date":805,"seo":475,"locale":806,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":807,"categories":814,"image":815},"2026-04-29T11:22:18.186Z","Protected attributes under the Fair Work Act: all 16 grounds explained (2026)","protected-attributes","The Fair Work Act 2009 prohibits workplace discrimination on 16 protected attributes. We list every ground, link each to the relevant federal and state laws, and explain how the protection applies across recruitment, pay, promotion, and termination.","2022-11-01",[72],[808,809,810,811,812,813],497,264,265,498,587,500,[456,732],{"id":816,"filename_download":817,"description":818,"width":598,"height":599},"7554c29e-bead-4448-88b7-d362843de78b","protected-attributes-fwa.png","Protected attributes under the Fair Work Act",{"id":352,"status":65,"date_updated":820,"title":821,"slug":22,"subtitle":822,"date":823,"seo":476,"locale":824,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":825,"categories":837,"image":838},"2026-04-22T11:36:33.604Z","Dealing With Serious Misconduct In the Workplace","\u003Cp>Serious misconduct disrupts trust and carries severe repercussions. What constitutes serious misconduct, and how should it be addressed? Learn about the nature of serious misconduct, its impact on employment, and the steps for addressing such issues, providing clear guidance for employees and employers.\u003C/p>","2022-08-01",[72,222],[826,827,828,829,830,831,832,833,834,835,836],525,267,268,269,270,271,272,273,526,592,528,[474,475,476],{"id":839,"filename_download":840,"description":841,"width":207,"height":208},"b104eb48-7468-4115-ab4b-9509bb2abaa1","serious-misconduct.png","Dealing with serious misconduct in the workplace: Guide",{"id":407,"status":65,"date_updated":843,"title":844,"slug":845,"subtitle":846,"date":847,"seo":477,"locale":848,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":849,"categories":859,"image":860},"2026-04-22T11:36:33.906Z","Implementing an Effective Incident Management System: Aged Care Quality and Safety","incident-management-system-aged-care","\u003Cp>The aged care sector in Australia is undergoing significant changes to improve the quality and safety of care for older Australians. A key part of these reforms was the introduction of the Serious Incident Response Scheme (SIRS) in 2021 which requires all government-subsidised aged care providers to implement an effective incident management system. Learn best practice guidance for implementing and managing an effective aged care IMS.\u003C/p>","2022-01-05",[72],[850,851,852,853,854,855,856,857,858],473,275,276,277,278,279,474,582,476,[477,478],{"id":861,"filename_download":862,"description":863,"width":598,"height":599},"7a6af71f-dfeb-478f-8211-03eaab5b9615","incident-management-aged-care.png","Implementing an effective incident management system in aged care facilities",{"id":369,"status":65,"date_updated":865,"title":866,"slug":23,"subtitle":867,"date":868,"seo":478,"locale":869,"author_id":223,"reviewer_id":224,"suppress_legal_disclaimer":73,"dynamic":870,"categories":878,"image":879},"2026-04-22T11:36:34.281Z","What is whistleblowing? Understand the benefits and obligations","\u003Cp>Understand the benefits of a secure whistleblowing program and your obligations to protect those who speak up.\u003C/p>","2020-11-05",[72,222],[871,872,873,874,875,876,877],549,281,282,283,550,551,552,[479,480],{"id":880,"filename_download":881,"description":882,"width":598,"height":599},"be0f2beb-6985-49d8-8d88-6ba1b1d0f4f9","what-is-whistleblowing.png","What is whistleblowing - a guide for Australian employers",1777986124748]