Under Safe Work Australia's model Code of Practice on Managing Psychosocial Hazards at Work, every Australian employer must identify and control psychosocial hazards, including workplace conflict, bullying, and fear of retaliation when people speak up. EWC gives your team an independent, confidential external channel that helps you meet your WHS duty and your obligations under the Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019, and protects your people from harm the moment they raise a concern.
Multiple contact points including phone, web and email let your people disclose concerns securely, anonymously if they choose.
Every complaint is received with care by our team. Information is collected and provided to your designated contact with consent, so you can make informed decisions.
Helps you meet Australian WHS, psychosocial safety and whistleblowing obligations without adding headcount or legal overhead.
The Australian research is unambiguous. Most workplace concerns stay hidden and the reasons are structural, not individual.
| Barrier | Evidence |
|---|---|
| It won't change anything | 40% who did report said that nothing changed. |
| I'll be punished for it | 33% of Rio Tinto employees who reported bullying experienced negative consequences. |
| It will hurt my career | The national inquiry identified career impact as the single largest deterrent to reporting. |
| The system won't protect me | Lack of confidence in the effectiveness and confidentiality of internal systems is a documented barrier. |
| They won't believe me | Fear of being disbelieved, ostracised or blamed is widely documented. |
| It's not serious enough | Uncertainty about what counts as harassment keeps concerns hidden. |
| It's just how things are here | Perception that behaviour is commonplace or accepted deters reporting. |
We help you meet your whistleblowing obligations and follow industry best practice for managing and capturing concerns, as recommended by:
All prices in AUD and exclude GST. Annual billing available at 10% discount. Additional reports: $225 plus GST each.
HR, managers and leaders are the first point of contact, and rightly so: most concerns are raised and resolved internally every day. But some people will not report internally, no matter how good the internal process is. They may worry the concern involves their own manager or a senior leader, fear being treated differently or labelled a troublemaker, have raised something before and seen nothing change, feel embarrassed or ashamed, or want to stay anonymous when internal channels cannot guarantee it. An external reporting service gives those people a confidential path, including anonymously. This is our job, and we are specialists at it: every matter is received, triaged and handled the same way, and your nominated contacts get a documented flow from concern to action.
It is an independent service your people can contact to raise workplace concerns, instead of going through their manager or HR. Emverio Workplace Complaints receives the concern, assesses how serious it is, and passes it to your nominated contacts. The reporter's identity is shared only with their consent or where the law allows. The service sits outside your organisation, so people can raise concerns confidentially, including anonymously.
A whistleblower hotline is usually set up around whistleblowing disclosures. An external workplace reporting service takes a wider range of concerns through one channel: complaints, grievances, bullying, sexual harassment, psychosocial hazards and whistleblowing. Every matter is triaged the same way, and serious matters are formally reported to your nominated contacts.
Yes. Grievances, bullying, sexual harassment, psychosocial hazards and whistleblowing concerns can all be raised through the same channel. Serious matters are formally reported to your nominated contacts. Matters better handled internally are referred back to your own processes.
We receive the concern and triage it. Serious matters are formally reported to your nominated contacts, and matters better handled internally are referred back to your own processes. Emverio does not investigate. The reporter's identity is shared only with their consent or where the law allows.
No. If you decide that the complaint warrants an investigation, you can either conduct that internally, or choose any provider that has expertise in the area needing investigation.
Our staff are located in Australia and are trained in complaint handling and workplace conflict management. The background of our staff includes; psychology, law, and counselling and are supervised by our Principal. You will always have a direct contact with a senior member of EWC to address any concerns that you have.
Our Database
Our CMS (Complaint Management System) is stored locally, in Australia, on a secure encrypted server and is backed up daily and weekly, including offsite backups.
We have a one off setup fee and a monthly subscription (see Pricing). Each plan includes a set number of formal reports a year; enquiries and general advice calls are not counted. If you are worried about the number of reports and the cost, talk to us about how we can manage this for you.
Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019 (Act) aims to encourage ethical whistleblowing and discourage white collar crime, while holding employers accountable for protecting eligible whistleblowers.
Companies that are required to comply with this legislation includes;
The Act makes important changes to the Corporations Act 2001 (Cth) and the Taxation Administration Act 1953 (Cth) affecting almost all companies, including foreign corporations, trading or financial corporations formed within the limits of the Commonwealth, ADIs, NOHCs, super funds, and insurers. This means thousands of Australian employers will need to rapidly change their approach to whistleblowing.
Even if you don't have to comply with the legislation, we recommend that it sets the standard for best practice across all organisations.
You need to get one. We provide our members with a draft policy that you will need to adapt to your industry and specific business needs.
Think about us as your partner. An external department with a specific task. We are part of you, and we want your staff to be aligned with your intentions and purpose. We want to build a long term relationship with you and provide a service that supports and adds value to your team. We are a trusted external partner designed to support your team manage complaints and who work with you directly, discreetly and aligned with your business values.
The opposite. Where we receive concerns that aren't serious, or are already being dealt with internally, we reinforce that message independently, giving employees confidence the system works. We're a safety net for your HR team, not a replacement.
You can cancel your subscription at any time. There are no lock-in contracts and no cancellation fees. Simply email us at info@complaints.emverio.com and we will process your cancellation. Your service will remain active until the end of your current billing period.