This page does not provide a verified confidential internal reporting route. Do not use the general contact form or general mailbox to send confidential reporting documents. Below you will find information about advice and external reporting options.
You can report directly to the competent external authority. For independent advice on an appropriate route: Dutch Whistleblowers Authority. Reporting internally first is not a requirement.
1. Purpose and scope
This page provides general information about suspected wrongdoing in a work-related context. It is intended for people who obtain information through a current, former or future work relationship, including employees, agency workers, self-employed people, trainees, volunteers, job applicants and people working through suppliers or other business relationships.
This information concerns Scope Workforce Planner B.V., Chamber of Commerce 70960968, Capellalaan 129, 2132 JM Hoofddorp. This page does not confirm that an operational internal reporting procedure is available.
2. What is suspected wrongdoing?
This concerns information from a work-related context about a possible breach of EU law covered by the legislation, or wrongdoing that affects the public interest. Examples include serious legal violations or threats to public health, safety or the environment. The suspicion must be based on reasonable grounds.
An individual disagreement or an ordinary service complaint is not automatically wrongdoing in this sense. The complaints procedure may be appropriate instead. If in doubt, you can seek confidential advice, for example from your own adviser or the Dutch Whistleblowers Authority.
3. Availability of internal reporting routes
Before use, an independent recipient, an authorised person responsible for follow-up and an independent substitute must be appointed, with directly accessible confidential contact details. Receiving reports, investigation and advice may be separate roles. The policy must not imply that a general contact address automatically serves as a confidential reporting channel.
- Written reports: this page does not provide a verified secure address or reporting portal.
- Verbal reports: this page does not provide a verified confidential telephone or meeting route.
- Reports concerning the recipient or management: this page does not provide a verified independent internal route.
- Anonymous reports: this website does not offer an anonymous reporting portal.
A report should preferably describe what happened, the work-related context, relevant dates, available supporting evidence and a safe way to contact you. Do not collect or provide more data than necessary, and do not gain unauthorised access to obtain evidence.
4. Receipt and follow-up
The final internal procedure must provide for acknowledgement within seven days and information on the assessment and any follow-up no later than three months after acknowledgement. This feedback is not a guarantee that every investigation will be completed within three months.
The appointed independent officer records the report, assesses authority and potential conflicts of interest and ensures appropriate follow-up. A verbal report is recorded with prior consent, or documented in a complete and accurate written record that the reporting person can check, correct and approve. Available information is assessed carefully and with respect for everyone involved.
5. Direct external reporting and advice
You can report a suspicion directly to the competent external authority. You do not have to report internally first or wait for an internal outcome. The competent authority depends on the subject. If no other authority is competent, the Dutch Whistleblowers Authority may be the appropriate route. It also provides independent advice.
Public disclosure, for example through the media or social media, is subject to different legal conditions from reporting to a competent authority. This policy does not provide general permission to disclose confidential information.
6. Confidentiality and protection
The reporting person’s identity and other confidential information are made accessible only to authorised people who need them. The identity is not shared without consent, except where disclosure is legally required. Where required by law, the reporting person is informed in advance unless this would jeopardise an investigation or proceedings.
A person who reports under the statutory protection conditions must not suffer detriment because of the report. The law may also protect people assisting the reporting person and associated third parties. Protection does not depend on whether the suspicion can ultimately be fully substantiated. Reasonable grounds at the time of reporting and the statutory conditions are decisive.
Advice and support are available through the Dutch Whistleblowers Authority. The internal policy must not restrict these rights.
7. Records and privacy
Report-related data must be handled carefully and confidentially and must not be retained longer than necessary. This page does not provide a secure reporting register or case-management environment.
8. Status of this information
This page is not an adopted internal whistleblowing policy and does not offer an operational internal reporting channel. Use the information about independent advice and external reporting options to find an appropriate route for your situation.
Sources consulted: Dutch Whistleblowers Authority: information for employers and advice and external reporting routes.