Your preferred office location:
  1. Home
  2. /
  3. HHG Articles
  4. /
  5. Whistleblower Laws
23 Nov 2017

Strong whistleblower Laws in the Asia Pacific Region?

Several jurisdictions have recently or are currently reviewing their laws relating to protection of whistleblowers both in the public and corporate sectors.

For a long time, Australia has been the subject of criticism for the weakness of its whistleblower protections, including that existing protections are “overly narrow” and make it “unnecessarily difficult” for whistleblowers to make protected disclosures.1

An independent review, conducted by Transparency International in 2014, found Australia’s whistleblower protections for the private sector is lacking, despite having comprehensive protections for public sector whistleblowers.2

With the strengthening of anti-corruption laws and growing domestic and international pressure for reform, as well as Australia’s reputation as a transparent and low-corruption business and regulatory environment, there is every chance that Australia will seek to lead the way in the region by spearheading a reform to strike a balance between protecting whistleblowers, disincentivizing corruption, and protecting legitimate corporate confidentiality.

Recent Consultation

In line with the global movement against anti-corruption and bribery, the Australian Federal Government has stated its focus to combat corporate misconduct through the introduction of stronger whistleblower protections and compensation schemes. The Australian Federal Parliament has referred an inquiry in relation to protections for whistleblowers to the Joint Parliamentary Committee on Corporations and Financial Services. The Committee’s report is expected by mid-August 2017.

Whistleblowing on Breaches of Corporate Legislation

In recent years notable scandals have been brought to light due to whistleblowers’ making disclosures in Australia. The most notorious scandals are the underpayment of 7-Eleven employees by franchisees, which has resulted in $110 million compensation, and an investigation into the questionable financial planning advice given by the Commonwealth Bank of Australia’s financial planners, resulting in $29 million compensation being paid to victims. In both instances, existing legislative protections have been criticized for their failure to offer sufficient protection to the whistleblowers. The weaknesses of Australia’s current system has been highlighted by the media which has reported that Jeff Morrison, the key whistleblower who brought the Commonwealth Bank’s financial advice scandal to light, lost his job and endured death threats. That narrative may have been different if Mr. Morrison was able to make an anonymous disclosure and there had been adequate legislation to compensate and protect him from reprisal.

What Disclosures Are Protected?

Under current Australian legislation, in order for a whistleblower to make a protected disclosure, the following requirements must be met:

  1. the whistleblower must be a current officer, employee or contractor of a company;
  2. the whistleblower must provide their name (anonymous disclosures are not protected);
  3. the disclosure must be made to Australian Securities and Investment Commission (ASIC), the company’s auditor or to specified officers of the company;
  4. the disclosure must be made in “good faith;” and
  5. the whistleblower must have reasonable grounds to suspect that officers or staff of an organization have breached a relevant provision of the legislation. Asia Pacific

If a whistleblower satisfies the above criteria, they can be protected from civil or criminal litigation as a consequence of making a protected disclosure. However, the protections must be relied upon as a defense to prosecution or a claim by a whistleblower, meaning that a whistleblower is on the back foot and will have likely already suffered the fall-out for making the disclosure. Further, a whistleblower’s disclosures in some cases can be referred to other parties, including the Federal Police or Australian Prudential Regulation Authority (APRA). Given that the disclosure cannot be made anonymously, a whistleblower’s disclosure often leads to rapid escalation of events completely outside of the whistleblower’s control.

Misconduct Relating to Unions and Employer Organizations

Recent amendments were enacted by the Australian Commonwealth Parliament to allow employees to make protected disclosures to government bodies in relation to breaches of union and employment laws. Although the scope of this reform is limited, these amendments are significant as they have done away with the need for a disclosure to be made in “good faith.”

Whistleblowers – Tax Fraud

Disclosures by whistleblowers relating to tax fraud or misconduct to the Australian Tax Office (ATO) are not currently protected, given that only certain disclosures relating to employment law or corporate law misconduct can be protected under the current legislation. Given the government’s crackdown on tax evasion and fraud, it is expected that proposed amendments may include the ability for financial advisers to make protected disclosures to the ATO regarding their corporate clients’ tax affairs. However, such reforms are likely to be hotly contested and vigorously opposed by industry and professional groups.

 Protected Disclosures

It is also expected that the federal government will seek to implement provisions that will allow for former employees, officers and contractors to make protected disclosures, similar to recent amendments to employment related disclosures. The current regime, by allowing only current employees, officers and contractors to make protected disclosures, fails to take into consideration that these parties will suffer reprisal and career damage if knowledge of their disclosure became public. Under existing Australian legislation, if a whistleblower who is no longer employed by a company took part in any breach of corporation legislation themselves, they are not currently protected from prosecution or civil action. To bring Australia’s corporate whistleblower scheme in line with best practice international laws and encourage disclosures, it is expected that it will be proposed for the “good faith” requirement to be dispensed with. Currently, for a corporate whistleblower to be entitled to protection for making a disclosure relating to corporate misconduct, their motive for making the disclosure must not be malicious or for a collateral purpose. The “good faith” requirement is considered to deter potential whistleblowers, given that it creates uncertainty of whether they will be protected after they make the disclosure.

Bounty-Style Compensation

The Australian Federal Financial Services Minister Kelly O’Dwyer has suggested that the Australian Government would be seeking to introduce a “bounty-style” reward system similar to that of the U.S. Such a system would reward whistleblowers who disclose high-quality information that results in a conviction or monetary penalty. It is suggested that a rewards scheme would take into account the financial consequences that whistleblowers endure from disclosing information. This “bounty-style” rewards scheme is based on U.S. law which rewards whistleblowers with 10 to 30 percent of money recovered, where sanctions exceed $1 million. However, by international standards, fines imposed on Australian companies are relatively low. For such a scheme to be successful in Australia, there will need to be a substantial increase in the fines. Further issues under consideration include whether disclosures made to media should be protected, given that in recent years the media has been instrumental in revealing substantial corporate misconduct. How Businesses and Companies Can Prepare The impending reforms seem to have been broadly accepted by the Australian corporate sector. Many industry sectors are attempting to prepare themselves. Businesses are able to prepare by:

  1. arranging for an independent and external review of their current whistleblower policies;
  2. permitting anonymous disclosures internally, such as by hotline or email;
  3. if appropriate, engaging an external investigator to investigate disclosures and conduct;
  4. implementing specific procedures for investigating and dealing with disclosures
  5. 5. educating officers and employees about internal policies and protections offered to whistleblowers and how to handle disclosures;
  6. 6. ensuring that suppliers are contractually bound to have minimum standards of whistleblower procedures; and
  7. 7. committing to compensation or relocation arrangements for staff who are targeted for reprisals after making a disclosure.

Lawyers and in-house counsel representing clients conducting business in, or in connection with, Australia and throughout the Asia Pacific region should flag the potential reform of whistleblower protections to ensure they are not caught off guard. While reform is never a certainty, the key to preparing for such reforms will be ensuring that employees are offered suitable options for whistleblowing and that suitable procedures and processes for dealing with complaints are well known throughout the company. Failure to adopt such an approach could result in significant financial and reputational damage to the company.

1 Australia’s first Open Government National Action Plan 2016-18

 2 Whistleblower Protection Laws in G20 Countries Priorities for Action: Final Report 2014

*This is general information only, and does not constitute specific legal advice. Please consult one of our experienced Legal Team for specific advice relevant to your situation.

Supporting Western Australians for more than 100 years

"Always fast and thorough service. Thank you"

Sitka Pil

"My circumstances at the time I made contact with HHG were dire following my argument being rejected by two no win no fee firms. Following my initial meeting with HHG's employment law team I was left feeling extremely positive by the response and concern shown by HHG in regards to their support of my argument along with their preparedness to pursue an outcome on my behalf.

I accept the fact that nobody really wins in these cases (mental health/ workplace) however the end result was what would be considered most favourable and far in excess of what would have been achieved had I not sought the advice from HHG.

I have no hesitation in recommending HHG to anyone caught up in the messy circumstances I found myself in at the time.

Great advice and five-star commitment to their client!!"

Nathan Lynch

"Thank you for such great assistance with the transaction of Flying Domestics on behalf of Lorna Good. It has been such a pleasure to work with the HHG Legal Group and I look forward to working with you in the future."

Jim Goodwin

"Simon Creek and his team were at all times empathic, professional and confident.  My matter needed to be addressed within a pressing time frame, and their availability at short notice and contact after hours was much appreciated.  It caused me considerable stress, but having such a thoroughly reliable and competent team to call on helped me to feel in control. Although I hope not to need their services again in future, I would be confident in doing so!"

Dr Lana Bell

"A good outcome is what we can expect.  A great outcome is a sign of a company which does the very best for their clients. A very big thank you to Daniel Morris for showing empathy towards my small and much needed legal action.

To HHG Legal Group, thank you for a great outcome.  I would recommend your company to anyone seeking legal services."

Jan Atkinson

"Your support this morning was amazingly kind, not to mention your totally reassuring competence, knowledge and wisdom that you used on my behalf.  It was extremely reassuring to have your knowledgeable support, and I particularly appreciated your real and obvious kindness to me. It means so much at a very difficult time. I'm so grateful to you."

Family Law Client

"Janene was very professional and we established a good rapport quickly. The subject of death and wills can be quite confronting to deal with, however, Janene's approach was soft and accommodating."

Lynette Livesey

"A big thank you to HHG for their professional service, continued support, and wide range of legal knowledge. Our clients have given us nothing but kind words regarding HHG Legal Group and so we have no hesitation in referring and recommending Simon Creek and HHG Legal Group for their outstanding services and legal expertise."

Nigel Plowman, Director at Mckinley Plowman & Associates

"Simon is a friendly and practical legal advisor. I have received great feedback from the clients I have referred to him and his team at HHG Legal Group."

Richard Beal, Director at BDO

"Over the last few years, I have been impressed by Simon’s legal ability, management skills, entrepreneurial spirit, personal integrity and people skills. He appears to be that rare breed of lawyer – both knowledgeable and commercial."

Michael Malone, Founder of iiNet

"Our family has been a client of HHG Legal Group over many years.  Business has included drawing up of wills for three generations and preparing of probate for my father in law. I would have no hesitation in recommending HHG Legal Group to anyone requiring such services."

Bernice Climie

"You should be congratulated for the manner in which your staff address clients and we found our dealings with your company, once again a very pleasant experience and we would like to truly thank you for your efforts."

Steve Harvey and Jane Powell

"HHG Legal were absolutely fantastic. Extremely responsive and brought calm to our chaotic family situation through their knowledge and caring attitude. Extremely professional from our very first contact with them and they expertly guided our family though the required legal process over almost a 12 month period."

Amanda Williamson

"Fantastic team! They really care about their client. Tim Colcutt is a 'go that extra mile' guy who gives his client his all. I can't recommend HHG and Tim enough."

Kerry Samson

"I had a fantastic lawyer in Matthew Lilly. He helped me out a great deal with good, sound advice in a friendly, professional manner. First class, thanks Matthew"

Graeme Hammond

"Marine Plant Systems has been working with HHG Legal Group for a few years now and they continually provide first-class service. Their professional advice has been invaluable to our company."

Carolin Grimm - Marine Plant Systems

"We were kept up to date at all times. Pricing was always updated over the time period so we remained "in budget". Personal access to someone whenever I had questions. All in all a great experience without too much fuss."

Rosslyn Tasker - COO Altusq Pty Ltd

"Good service you can count on."

Miles Lee

"HHG Legal Group has provided outstanding support as I have taken the journey of buying a business, their professionalism is beyond reproach. Their assistance throughout the Due Diligence process has been invaluable, I would fully recommend them."

Mark Armitage

"Very friendly and efficient service - what a pleasure working with Matthew."

Jacques Taylor

"I highly recommend Daniel from HHG Lawyer in Mandurah. When dealing with a complicated legal property matter recently I was extremely impressed by Daniel's honesty and integrity and the legal advice I received. I am very happy with the service from HHG Legal."

Tony Walker

"Lisa, thank you so much for representing me in court, honestly, I would not have had the outcome I got without you. Once again, Thank you so much."


"Matthew Lilly was excellent in processing our project. He achieved the excellent result that we required on our project.

We would give Matthew a 5 star rating.

We will definitely commission Matthew for any further projects if we have the need."


"I have had the pleasure of being represented by Ms Lisa Riley. Lisa helped me in December 2020 when I was charged. Lisa was extremely supportive, reassuring, and preserved with her investigation of the laws and was able to save me from a terrible outcome. Another incident occurred in August 2021 in which I sought Lisa’s help. Lisa preserved and was very patient with me. This only got resolved this year. When she advised me that she was leaving her old firm, I insisted that she remain my lawyer, as I had the utmost faith in her. Hence I moved over to HHG. Lisa took no shortcuts in my defence and continued to preserve for the toxicology report that ultimately saved me. She kept me up-to-date with the progress and provided support. Having someone as understanding as Lisa was a huge gift, to me and my family. You have gained a huge asset in Lisa joining your firm.

Thank you, Lisa, forever grateful for your work, and if ever needed, I will be sure to refer to you"


"We can highly recommend HHG Legal Group and particularly Mr Blair Campbell (Special Counsel / Dispute Resolution)

Blair worked with us as we navigated a very difficult third party dispute.

Blair’s expertise, wisdom, and the way he guided us in a very measured and calm manner gave us great encouragement and comfort. Blair helped us to focus on what we needed to and to trust the process.

Blair was always responsive to us, he always got back to us very promptly to answer our questions and to help us to step through some really hard days.

We are very grateful for Blair’s expertise and wisdom along with his empathy and care, this truly made the difference for us."

Wayne and Janice Belcher

Preferred office location:

Please select your nearest office location so we can show you the most relevant information.