A Safe Route to Speak Up
Jopetnah International Limited encourages employees and stakeholders to raise genuine concerns about misconduct, unlawful activity, and serious wrongdoing without fear of reprisal or retaliation. This policy ensures that concerns are received, acknowledged, and investigated fairly and confidentially.
What Should Be Reported
- Bribery, corruption, kickbacks, fraud or financial misconduct.
- Serious breaches of health & safety, or environmental regulations.
- Violations of human rights, child labour, or modern slavery policies.
- Discrimination, harassment, or bullying.
- Improper conduct by management or senior leaders.
- Concealment or cover-up of any of the above.
How to Raise a Concern
Supervisor or Manager
Raise the concern with your supervisor or departmental head where it is appropriate and safe to do so.
Managing Director or Company Secretary
Contact the Managing Director or the Company Secretary in writing, using the details on our Contact page and marking the message “Confidential – Speak-Up”. Where the concern involves one of them, address it to the other.
Written or Anonymous Report
Send a written report by email or post to the head office address, marked “Confidential – Speak-Up”. Reports may be submitted without a name, although anonymous reports can be harder to investigate.
External Channels
Report to regulatory authorities, law enforcement, or legal counsel if internal channels are unavailable or unsafe.
Confidentiality & Non-Retaliation
Reports will be handled sensitively and confidentially to the fullest extent practicable, while recognising that disclosure may be necessary to investigate properly. The company will not tolerate retaliation against anyone who reports a genuine concern in good faith, even if the investigation concludes that no violation occurred.
What Happens After a Report
- The report is received and, where contact details are available, acknowledgement may be provided.
- An initial assessment is conducted to determine the nature and scope of the concern.
- A designated investigator is assigned to carry out a fair and impartial review.
- The reporter may be asked for additional information to support the investigation.
- Findings are documented and appropriate action is taken if misconduct is confirmed.
- Feedback is provided to the reporter where legally and operationally appropriate.
When Other Channels May Be Appropriate
Nothing in this Policy is intended to prevent a person from making a report to a competent regulator, law-enforcement body, court or other authority. Employees are entitled to seek independent legal advice about their obligations and rights in relation to whistleblowing.
Responsibility & Review
Overall responsibility rests with the Managing Director, supported by senior management and the Company’s governance structures. This policy is reviewed periodically and updated as necessary to reflect legal and regulatory changes.
Effective date: September 2026 | Version: 1.0 | Approved by: Managing Director
Ready to raise a concern?
You can contact us confidentially using the channels above or through our main contact form.