HR and ethics cases
A channel that does not end in the HR department’s inbox.
You can handle reports about workplace behaviour in the same system but on a different path — excluding the people the case concerns.
HR cases are marked separately from reports that qualify under the Act — visible in the register and in the reports.
The case concerns HR
A rule routes it to a law firm or an external ombudsperson, excluding the HR department.
Protection for both sides
We never prejudge anyone's responsibility; the person concerned has a right to information at the appropriate stage.
Documented proceedings
Hearings, minutes, the decision and the follow-up actions all in one place.
How we separate HR cases from statutory reports
A separate category
Plain language in the portal, a separate marking in the register.
A separate path
First line outside the organisation, or with a named person outside the conflict.
Separate reports
HR statistics never mix with the counts of reports that qualify under the Act.
Questions we hear most often
Can workplace harassment be reported through the system?
Yes, if the organisation extends the channel to HR and ethics cases. We mark them separately from reports that qualify under the Act.
Will the report reach the person it concerns?
No. A conflict rule excludes that person and routes the case to a deputy or outside the organisation.
Who can see the reporting person’s identity?
Only people holding the relevant permission, within the limits of the agreed procedure.
Do HR statistics mix with the statutory register?
No. HR and ethics cases carry a separate marking in the register and separate reports.
Launch a secure channel without rebuilding your whole organisation.
See what a report, an anonymous mailbox and a case handler's panel look like.