Varsling på arbeidsplassen

Arbeidsmiljøloven fikk nye regler om varsling i kap 2-A som trådte i kraft 1. juli 2017. I følge reglene skal arbeidsgivere etablere skriftlige rutiner for intern varsling om kritikkverdige forhold på arbeidsplassen. Vår erfaring er at klare og kjente varslingsrutiner forenkler prosessen for både arbeidsgiver og varsler ved varsling.

Varslingsrutinen må som et minimum inneholde følgende:

  • en oppfordring til å varsle om kritikkverdige forhold
  • en forsvarlig framgangsmåte for varsling
  • en framgangsmåte for mottak, behandling og oppfølging av varsling

Ut over dette sier ikke loven noe konkret om hva slags tiltak som skal settes i verk. Dette må tilpasses behovet i den enkelte virksomhet og bransje.

Bruk av ekstern varslingskanal

Eksterne instanser som advokatkontorer kan benyttes som varslingskanal. Advokatfirmaet Tjelflaat & Samdal AS tilbyr tjeneste som ekstern varslingskanal for små og mellomstore bedrifter. Som advokater er vi underlagt lovbestemt taushetsplikt. En ekstern varslingstjeneste for bedriften sikrer den uavhengighet til arbeidsgiver som kan være en forutsetning for å nå formålene med de nye varslingsreglene i arbeidsmiljøloven. Varsling som følger arbeidsgivers varslingskanal vil alltid oppfylle lovens krav til forsvarlig varsling, og innebærer derfor en trygghet for virksomhetens arbeidstakere.

Varsling til Advokatfirmaet Tjelflaat & Samdal kan skje anonymt hele døgnet ved elektronisk melding via vår hjemmeside.

Vi tilbyr også etablering / revisjon av skriftlige varslingsrutiner som oppfyller arbeidsmiljølovens krav, kurs om varsling for ledere og ansatte i bedriften, og kan bistå bedriften med oppfølging og rådgivning ved mottatte varsler.

For mer informasjon om vår varslingstjeneste eller andre spørsmål om varsling ta kontakt med advokat Line Gjerstad Tjelflaat på eller + 47 474 45 132.

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