The Italy whistleblower protection law 179/2017 adds provisions to the existing Anti-corruption Law 190/2012 to broaden the scope and further define whistleblower provisions.
The Italy whistleblower protection law 179/2017, known as The Whistleblowing Law, went into effect on December 29, 2017. The Italy whistleblower bill adds provisions to the existing Anti-corruption Law 190/2012 to broaden the scope and further define whistleblower provisions. With this expansion, protection requirements of the law are no longer applicable to just the public sector but also apply to private companies that implement “Model 231.” Protections also now extend beyond frontline employees to include managers and collaborators who report in good faith.
Complying with the new regulation is more than just implementing a whistleblower hotline. Companies should create environments where employees feel empowered and protected to identify and report misconduct to a management team that takes those reports seriously. The new Italy whistleblower protection requirements aim to ensure public and applicable private companies meet these standards by offering multiple whistleblower reporting channels with additional precautions around confidentiality. Similarly, whistleblower retaliation is under heightened scrutiny. While retaliation has always had a negative impact on a company and its culture, with this law, whistleblower legislation in Italy now threatens a financial impact as well.
Multiple channels for reporting such as a traditional whistleblower hotline, web-based system, and open-door reporting should all be part of your incident management programme.
Employees at all levels should be trained on what behaviours to report as well as on how to properly report. Managers should receive additional training on their responsibilities for report intake and management.
Proper incident management will become an increased priority as employee reporting is encouraged. A robust incident management system that allows for reports across all channels to be processed in a centralised system will be essential.
For both private and public sector organisations, managers will need to be comprehensively trained on their anti-retaliation expectations as well as best practices for ensuring the company is aligned with standards around protected activity for employees.
Step 1: Update your corporate code of conduct to state your organisation’s commitment to supporting a speak-up culture and enforcement of strict anti-retaliation practices.
Step 2: Ensure policies and procedures are in alignment with the new Italy whistleblower protection requirements.
Step 3: Offer multiple whistleblower reporting methods, including a compliance hotline, intake forms, and centralised consolidation of open-door reports.
Step 4: Train employees on incidents that should be reported to management and proper reporting methods. Offer managerial compliance training to supervisors responsible for receiving and processing employee reports.
Benchmark Report
2021 Regional Whistleblowing Benchmark Report