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At KordaMentha, we value high standards of trust, empathy and ethical conduct in all of our dealings. We are committed to creating a work environment in which employees, ex-employees, suppliers, consultants, contractors and family members of these people are able to raise concerns regarding unethical, unlawful or undesirable conduct or activities, in confidence and without fear of reprisal. This version of the policy is modified for external parties.
This policy extends to ex-employees, suppliers, contractors and consultants or any parties acting as representatives or agents of KordaMentha.
Prompt action will be taken to investigate each report received to ensure Inappropriate Conduct is detected and addressed.
KordaMentha’s designated Whistleblower contact is Director, Group Practice Management.
Once the Director – Group Practice Management receives a notification about the Inappropriate Conduct, an investigation will be undertaken to determine whether there is evidence to support the matter raised and/or what further action, if any, is to be taken.
The investigation process will vary depending on the precise nature of the conduct being investigated. All investigations must be conducted in a manner that is fair, objective and affords natural justice to all people involved.
Where possible, and assuming the Whistleblower is not anonymous, KordaMentha will give periodic updates to the Whistleblower as to the progress of the investigation into the inappropriate conduct, subject to confidentiality considerations.
The Director – Group Practice Management will keep complete and accurate records of a report of Inappropriate Conduct to the extent required by relevant laws and subject to safeguards that ensure their confidentiality.
If you report Inappropriate Conduct in accordance with this policy, you will be protected under this policy from reprisal or repercussions from KordaMentha as a result of reporting Inappropriate Conduct, as long as you have reasonable grounds for believing the information disclosed indicates such conduct.
Any allegations which prove to have been made maliciously or knowingly to be false will be investigated and viewed as a serious disciplinary offence.
No action will be taken where the report was made but no wrongdoing was identified.
The identity of the Whistleblower will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation, including where it is required by law and where it is necessary to prevent or mitigate a serious threat to an employee’s health and safety. Whistleblowers who do not wish to disclose their identity may remain anonymous when reporting inappropriate conduct. However, anonymity may impede a swift or thorough investigation into the Inappropriate Conduct or the outcome of a subsequent prosecution. Commitment to protecting the Whistleblower KordaMentha is committed to protecting Whistleblowers against actions taken against them for reporting inappropriate conduct. KordaMentha does not tolerate reprisals, discrimination, harassment, intimidation or victimisation against a Whistleblower, their colleagues or family members. Such retaliatory action will be treated as serious misconduct and will be dealt with in accordance with KordaMentha’s disciplinary policies.
If the Whistleblower is implicated in the Inappropriate Conduct being reported, and co-operates with KordaMentha’s investigation, the fact that he or she has reported Inappropriate Conduct in accordance with this policy may be a mitigating factor when determining any disciplinary action.
In the first instance you should raise any concerns of Inappropriate Conduct with a relevant Partner or with the Director – People and Culture. However, if you feel that the existing avenues have failed, you perceive them as unsuitable or are unsatisfied with the response, you should use this policy as a confidential, alternative reporting avenue.
If this is the case, you should contact KordaMentha’s designated Whistleblower contact:
You may choose to identify yourself or remain anonymous. If you choose to remain anonymous, you must include sufficient information in the communication for the Inappropriate Conduct to be investigated.