Whistle-blowing is the term used when an employee passes on information concerning wrongdoing - we call that “making a disclosure” or “blowing the whistle”. The wrongdoing will typically (although not necessarily) be something they have witnessed at work.

OEG Offshore Limited (OEG) is committed to encouraging a culture of openness within OEG to prevent incidents of malpractice. We have a duty to identify wrongdoing in the workplace and take the appropriate measures to remedy the situation.

It is sometimes difficult to know whether to speak up about something we have seen or heard that concerns us. Often people are reluctant to get involved but not speaking up this could result in serious consequences for OEG and its employees. That is why we have a company wide Whistle-blowing policy.

We recognise that our employees are often the first people to witness any type of wrongdoing and that the information that employees may uncover could prevent further wrongdoing. If you see or find out about something you think is wrong at OEG you should report it. You should go first to your line-manager or any other senior person. If you cannot or do not wish to do this for any reason you should follow our Whistle-blowing policy.

Raising concerns about wrongdoing can be one of the most difficult and challenging things to do in a work environment. Under this policy you may come forward with legitimate concerns without fear of being blamed or suffering any disadvantage for doing so. OEG encourages all employees to raise issues which concern them at work direct with their line manager in the first instance.

The aim of this policy is to ensure we manage all disclosures in a timely, consistent and professional manner; and

  • To encourage all improper, unethical or inappropriate behaviour to be identified and challenged at all levels of the organisation;
  • All employees feel supported in speaking up in confidence and reporting matters they suspect may involve anything, improper, unethical or inappropriate.
  • Provide clear procedures for the reporting of such matters;
    Provide assurance that all disclosures will be taken seriously, treated as confidential and managed without fear of retaliation.
When Should a Report Be Made

This policy is designed to deal with concerns raised in relation to specific issues which are in the public interest and detailed below. Only genuine concerns should be reported.

Whistle blowing means a disclosure of information made by an employee or contractor, an external person or body where they reasonably believe that one or more of the following matters is happening now, took place in the past or is likely to happen in the future. This is a non – exhaustive list of examples: 

  • A deliberate concealment of information tending to show any of the above. 
  • Damage to the environment; and
  • A danger to the health and safety of any individual;
  • A miscarriage of justice;
  • A failure to comply with a legal obligation (e.g. breach of a contractual or other common law obligation, statutory duty or requirement or administrative requirement, including suspected fraud, malpractice or breach of the OEG policies);
  • Fraud; 
  • A criminal offence; 

OEG has other policies and procedures that deal with complaints, critical or constructive comments, and appeals. Disciplinary, Grievance, Harassment, Code of Ethics and Equal Opportunities policies which also addresses standards of behaviour at work. The relevant policy should be followed where appropriate.

Promoting a policy and making sure it is easily accessible
We believe that it’s no good having a policy in place if no one knows about it. OEG are genuinely open to hearing concerns from its employees. We promote an open culture to encourage the likelihood of our employees speaking up about any wrongdoing they come across during their work activities.

We have provided a copy of our policy to download :

OEGQ-POL-017 Whistleblowing Policy.pdf [197kb]