Whistleblower scheme for JYSK

We want and strive to run a business with a high degree of proper, transparency and business ethics.

Our whistleblower scheme must therefore be seen as complementing the openness and ongoing dialogue we are advocating and calling for in JYSK.

The whistleblower scheme allows you to inform us of suspicion or knowledge of the violation of serious relationships. The whistleblower scheme is therefore an important tool to maintain a high ethical standard and maintain the trust of the outside world in us.

When can I use the whistleblower scheme?

Our whistleblower scheme allows you to report breaches of EU law as well as serious breaches of national law or other serious matters.

General employment law matters (such as dissatisfaction with own conditions of employment, cooperation difficulties, etc.) should not be reported as a basis through the whistleblower scheme. Briefing on such matters should instead be made to management or HR.

If you have any doubts as to whether a matter is serious, we urge you to press charges.

All inquiries will be dealt with and will be dealt with confidentially.

The whistleblower scheme must not be used for unfounded or harassed allegations. The reports must be done in good faith and be based on reasonable suspicion.

In order to ensure an effective and thorough examination of the reports, all reports should be supported, as far as possible, by appropriate documentation.

Please be aware that it may be necessary for you to provide additional documentation and/or assist the Whistleblower team in investigating the claims made if the submitted documentation is insufficient.