How Employers Can Support and Protect Whistleblowers Mental Health
Blowing the whistle can be emotionally taxing, and the mental health of whistleblowers is something employers should prioritize and protect.
- By Mia Barnes
- Sep 19, 2023
When employees come forward to report misconduct or unethical behavior within their organization, they are known as whistleblowers. These individuals play a crucial role in maintaining transparency and accountability in the workplace. However, blowing the whistle can be an emotionally taxing experience, and the mental health of whistleblowers is something employers should prioritize and protect. Here’s how employers can support and safeguard the mental well-being of whistleblowers.
Create a Safe Reporting Environment
The first step in supporting whistleblowers’ mental health is to create a safe and confidential reporting environment. Ensure employees can access anonymous reporting mechanisms — such as hotlines or dedicated email addresses — to disclose concerns without fear of retaliation. Knowing they can report wrongdoing without risking their identity can alleviate some of the stress whistleblowers may feel.
Provide Emotional Support
Emotional support is crucial for whistleblowers. So recognize that the act of reporting misconduct can be emotionally draining. Encourage open communication, and offer resources like counseling services or access to employee assistance programs. Ensure whistleblowers know they’re not alone and that people and services are available to help them cope with the emotional toll.
Peer support can be a powerful and reassuring resource. When colleagues offer understanding and empathy, it can help whistleblowers navigate the emotional challenges and negative stereotypes that often accompany their actions.
Mental health parity rules have been in effect since 2008 and were strengthened in 2021. However, further regulations are being implemented to ensure health insurers are held accountable for making sure patients receive proper mental health care. It’s now more important than ever for organizations to take the mental well-being of their staff seriously.
Protect Against Retaliation
Whistleblowers often fear retaliation from colleagues or superiors. Employers must take concrete steps to protect them from adverse actions like harassment, demotion, backlisting, suspension, denying benefits or termination.
Approximately 5.5 percent of whistleblowers report experiencing retaliation. Implement anti-retaliation policies, and educate all employees about their rights and protections under whistleblower laws. Make it clear that retaliation will not be tolerated, and there will be consequences.