Confidential Workplace Reporting with Speak Up
Give employees an independent, confidential way to raise workplace concerns and access guidance.
The problem: Concerns about bullying, harassment, discrimination, misconduct or workplace safety may go unreported when employees do not feel comfortable using internal channels.
The solution: Speak Up provides a confidential, independent contact point where trained advisers listen, explain available options and record concerns in line with the agreed service process.
The outcome: Earlier visibility can help your organisation respond consistently, strengthen workplace trust and support a broader approach to respectful, psychologically safe work.
Independent Workplace Reporting Support
Speak Up is available exclusively to Wisdom Wellbeing Peak Performance EAP clients. It gives employees a trusted channel to discuss concerns when raising them directly with a manager, People and Culture team or another internal contact feels difficult.
The service is independent from the employer and designed to support safe, consistent reporting. It complements - not replaces - your policies, internal reporting pathways, emergency procedures, investigation processes or legal obligations.
Workplace Concerns Employees Can Raise
Employees can contact Speak Up about concerns including:
workplace bullying, harassment or unreasonable behaviour
sexual harassment, sex-based harassment or hostile workplace conduct
discrimination, victimisation or retaliation
fraud, unethical conduct, malpractice or other suspected wrongdoing
violence, aggression and other workplace safety or psychosocial hazards
other organisational concerns affecting wellbeing or a respectful workplace.
Some matters may be personal workplace grievances, while others may meet the legal requirements for a protected whistleblower disclosure. The protections available depend on the circumstances, who receives the disclosure and applicable law.
How the Speak Up Service Works
Contact: An employee contacts the service during its available operating hours.
Listen and guide: A trained adviser listens without judgement, helps the employee clarify the concern and explains available options.
Record: Relevant information is recorded carefully and handled under the agreed confidentiality and privacy process.
Refer: Where the employee agrees, or where disclosure is otherwise required or permitted by law, information is provided securely to the organisation’s nominated contact under the agreed reporting protocol.
Respond: The organisation assesses the matter and determines the appropriate next steps under its policies and legal obligations.
Speak Up does not determine findings, provide legal advice or conduct the employer’s internal investigation unless separately agreed.
Supporting Australian Workplace Obligations
Australian organisations must take proactive steps to prevent and respond to workplace sexual harassment and other sex-based unlawful conduct. The positive duty under the Sex Discrimination Act 1984 requires reasonable and proportionate measures to eliminate relevant unlawful conduct as far as possible.
The Australian Human Rights Commission identifies reporting and response as one part of a broader framework that also includes leadership, culture, knowledge, risk management, support, and monitoring and evaluation. Speak Up can support this framework by providing an accessible reporting option and helping organisations identify concerns earlier. It does not, by itself, satisfy an organisation’s positive duty or work health and safety obligations.
Under work health and safety laws, organisations may also need to identify and manage psychosocial hazards such as bullying, harassment, conflict, violence and aggression. Requirements vary by jurisdiction, so organisations should obtain advice for their circumstances.
Whistleblower Reporting in Australia
Australia’s corporate whistleblower protections apply to eligible people who make qualifying disclosures to an eligible recipient under the Corporations Act 2001. Protected disclosures may be made anonymously, but not every workplace complaint or personal work-related grievance qualifies for statutory whistleblower protection.
Speak Up can form part of an organisation’s whistleblower arrangements when the program, nominated recipients and escalation process are configured appropriately. Organisations remain responsible for maintaining compliant policies, protecting confidentiality, preventing detriment and handling disclosures fairly.
Confidential Reporting Service Features
independent and impartial support from trained advisers
confidential conversations and secure information handling
anonymous reporting where available under the agreed service design
clear referral pathways to the organisation’s nominated contact
consistent documentation to support an appropriate organisational response
Confidentiality and anonymity are subject to applicable law, immediate safety considerations and the agreed service protocol. Employees should be told clearly how their information may be used before they disclose details.
Speak Up FAQs
Backed By Brands That Trust Us
