Whistleblower FAQ

Yes. In most jurisdictions, reporting certain types of wrongdoing (e.g., fraud, safety violations, illegal conduct) is legally protected. Laws vary by country and sector; many provide protection from retaliation and some allow or encourage reporting to regulators or law enforcement.

In many places, firing or otherwise retaliating against an employee for making a protected whistleblower disclosure is illegal. Remedies may include reinstatement, back pay, and damages. Whether your disclosure is protected depends on local law and the type of report.

Retaliation includes adverse actions taken because you reported or tried to report: termination, demotion, pay cuts, negative reviews, harassment, exclusion from work, or threats. Document any such actions and consider legal advice.

Yes. Many laws require you to file a retaliation claim or complaint within a short period (e.g., days or months). Consult an attorney or regulator in your jurisdiction as soon as you believe you have been retaliated against.

Key US laws include Sarbanes-Oxley (SOX) for corporate fraud, Dodd-Frank for financial sector reporting, and the False Claims Act for fraud against the government. Many states have additional whistleblower laws. Protections and remedies vary by law.

EU Directive 2019/1937 requires member states to protect whistleblowers who report breaches of EU law. It mandates secure reporting channels, confidentiality, and protection against retaliation. National laws implement the directive.

In many jurisdictions, employers cannot lawfully sue or retaliate against employees for making protected disclosures. If you are sued or threatened, seek legal advice. Defamation and breach of confidentiality are sometimes raised; an attorney can advise on your situation.

Documenting dates, facts, and what you observed can strengthen a report. Gather evidence in a way that keeps you safe—use private copies and secure channels. Do not take documents that belong to your employer if doing so would violate policy or law.

Consider consulting an attorney who specializes in whistleblower or employment law if you have been retaliated against, are unsure whether your disclosure is protected, or need to meet a deadline to file a claim. Many jurisdictions have short limitation periods.

Yes. Depending on the type of wrongdoing, you may report to regulators, law enforcement, or use a secure external channel like EZ Report. Some laws protect or reward external reporting when internal reporting is insufficient or risky.

You may escalate to another person or body (e.g., higher management, board, regulator). With EZ Report you can set up automatic escalation so your report is forwarded to someone else after a chosen time if there is no response.

You can still report concerns about conduct that may violate policy, ethics, or safety. Many reporting channels accept good-faith reports; you do not need to be certain of a legal violation. For legal protection from retaliation, the type of disclosure may need to meet statutory criteria—an attorney can advise.

You can report what you have observed or what you have been told. Be clear about what you know firsthand versus what you learned from others. Avoid reporting false or misleading information.

No. Many reporting channels, including EZ Report, allow you to report without providing your name or email. Anonymous reporting can reduce the risk of retaliation.

Use a channel that does not require your name or email (e.g., EZ Report). Use a private or incognito browser and a personal device/network. Avoid including details in your report that could identify you. Keep any case number private.

EZ Report is a free, secure platform for anonymous whistleblower and ethics reporting. You can create a report without registering, get a case number to look up or update it, and choose when and to whom to send it. No tracking; encryption in transit and at rest.

No. You do not need to create an account or provide your email or name. You receive a unique case number to access your report later; store it securely.

You decide. You can keep the report private, send it to a specific person or group (e.g., HR, compliance, board), or set up escalation to another recipient if there is no response by a date you choose.

Yes. Reports are encrypted; we do not track you or require identifying information. You control who receives your report. See our Trust Center for details on security and privacy.

You can document any workplace or ethical concern: fraud, harassment, safety violations, discrimination, retaliation, compliance failures, or other serious wrongdoing. Use EZ Report as a private log or send the report when you are ready.

Use your case number to look up your report on the EZ Report site. You can add messages or information and see responses from recipients—no account or email required.