Speech is freed up and we can only welcome it. Since September 1, the status of whistleblower has been both strengthened and expanded. The new law simplifies the reporting of the offence, in particular by making it possible to directly alert a judicial or administrative authority if the person fears reprisals from his hierarchy. But on the side of the HRDs, concern wins.
In addition to the fear of seeing internal affairs exposed in the public square without having ever been aware of them, the very framework of offenses has been considerably opened up. If the Sapin II law of 2016 spoke of “serious violation”, it is now only a question of simple “violation”. An employee feels that overtime is regularly reduced, or feels harassed? He can place himself under the status of whistleblower and becomes almost untouchable. What also worry the unions which could see part of their prerogatives escape them.
The sword of Damocles is now hanging above the heads of all managers and is accelerating the reversal of the employer/employee balance of power. With the labor shortage affecting more and more sectors, it is indeed up to companies to belly dance to potential recruits, as well as to their employees, to keep them. Result, a multiplication of more or less extravagant requirements. At the moment, the specialized lawyers are working on the many requests, raised by the HRDs, to be able to come to the office… with his dog.
