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 satisfies your WHS duty, meets 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.
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 ensure you remain compliant with whistleblowing obligations and industry best practices for managing and capturing concerns, as recommended by:
All prices in AUD. Annual billing available at 10% discount. Additional reports: $225 each.
EWC is an independent external complaints service run by workplace conflict experts. We receive, triage, and where appropriate escalate employee concerns, so your HR team can focus on their core functions.
We will:
At all times you are in control of what is done with the information that is received, what information we provide your employees and how to manage the complaint.
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 set up fee (cost us for more information) and a monthly subscription. You are charged by the number of calls that we receive. If you are worried about us receiving too many complaints 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. Around 97% of workplace complaints are captured and resolved by internal HR processes. EWC catches the 3% that would otherwise go unreported. 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.
Employees can choose to remain completely anonymous. We still receive, triage, and assess the concern. You’ll receive a report with enough detail to take action without identifying the complainant. If we need to clarify details, we can communicate with the reporter through our secure process without revealing their identity. Where the nature of a complaint means the reporter’s identity is apparent or disclosure is necessary for the employer to take reasonable action, such as a workplace investigation, we will work with the reporter and seek their consent before any identifying information is shared.
You can cancel your subscription at any time. There are no lock-in contracts and no cancellation fees. Simply email us at info@workplacecomplaints.com and we will process your cancellation. Your service will remain active until the end of your current billing period.
