Fujitsu whistleblower program for employees and third parties
Fujitsu Whistleblower Information
Fujitsu is strongly committed to act in line with the laws and jurisdictions in each country. To learn about potential work-related breaches of law or our policies, we are depending on the support and co-operation of all our employees and managers as well as our customers and business partners.
Any issue should be raised freely and without concern of retaliation. If you learn about the risk of potential breaches of the law or our policies related to your work for or with Fujitsu, do not hesitate to raise it with your supervisor, your contact person at Fujitsu, with the respective department or management.
If you are worried that your concerns have not been or will not be taken up or that you may even be at risk of retaliation for reporting, please do not hesitate to escalate your concern as a Whistleblower, whilst being protected by the company. Whistleblowing is highly important for Fujitsu to uncover unethical and illegal conduct. Fujitsu has zero tolerance for retaliation against Whistleblowers as outlined in our Global Business Standards and our Whistleblowing Policy.
For raising concerns as a Whistleblower, Fujitsu has established the Fujitsu Alert tool, where Whistleblowers are treated with confidentiality and potential breaches are investigated. The company has additionally implemented the requirements under EU Directive 2019/1937 on Whistleblowing (“Directive”) and the respective national laws, which shall encourage whistleblowing and increase protection of Whistleblowers.
To learn more about, whether you should apply for the protection as a whistleblower when raising concerns, please refer to the description below:
Fujitsu Alert is the Whistleblowing System of Fujitsu where you can disclose work-related concerns of misconduct, also anonymously, in writing or by calling the hotline. The Whistleblowing System is provided to Fujitsu by an external supplier (Navex).
Areas of concerns to be reported in Fujitsu Alert may for example be:
If you start a report in Fujitsu Alert, your report is assigned to a designated person at Fujitsu as case manager to follow up, ensuring an independent, impartial, and fair review. Using Fujitsu Alert, you can directly communicate with your designated case manager, provide further information, amend, and revise your report and stay in touch.
As access to reports within Fujitsu Alert is severely restricted to ensure confidentiality, to establish the appropriate case manager, reports concerning European countries/entities are first reviewed by a Europe Compliance case manager and assigned to a pre-defined and dedicated case manager most suitable to follow up regarding the underlying issue/topic.
The designated case manager dealing with your concern will confirm receipt of your report and may follow up with questions. There will be further information at least once about the progress of the review, as far as it is neither jeopardizing the proceedings nor the rights of other persons involved-
The objective of internal follow-ups is to understand the facts, verify the allegation and propose (immediate) countermeasures. Consideration of applicable laws and appropriate investigation steps, evaluation of collected evidence, documentation of results, reporting and/or escalation are all part of the follow-up which may be supported by external (legal) advisors, bound to Fujitsu by contractual or legal confidentiality obligations to keep confidential the information provided by you. The collection and processing of personal data is done in accordance with GDPR and the respective national laws.
If the follow-up/investigation has verified issues according to the provisions of the laws, the Fujitsu Way Code of Conduct or the Global Business Standards, they are addressed, including disciplinary or other legal measures, and remediation actions such as trainings and review of procedures to prevent them from reoccurring. Fujitsu has zero tolerance for breaches of the law and our Fujitsu Way/Global Business Standards
In-line with the Directive and applicable laws, Fujitsu will ensure confidentiality and the identity of whistleblowers will not be disclosed to anyone beyond authorized persons. Fujitsu may however be required by law to provide information about violations to certain government and/or judicial agencies, including government agencies or courts, or may choose to do so, based on business judgement.
Please note that due to the specialization, the designated case manager may not be located at the same entity/in the same country as yourself or the concerned entity. In case that you do request your case to be accessed and followed up locally in a specific country only, please contact Europe-Compliance@fujitsu.com to learn about your local contact person.
If you want to explain your concerns in person, please contact Europe Compliance directly or state so in your Fujitsu Alert report. A personal meeting will be arranged.
Fujitsu strongly encourages reporting of suspected or actual misconduct and does not tolerate retaliation for reporting.
The protection of whistleblowers is of the highest priority at Fujitsu and governed by Fujitsu’s Global Business Standards. Many countries in which Fujitsu operates also have laws to protect whistleblowers and to punish individuals who commit retaliatory acts against whistleblowers.
In order to be able to ensure the protection of whistleblowers against retaliation, reporters are asked to inform the designated case manager or start a separate report in Fujitsu Alert immediately when experiencing any kind of discrimination, harassment or unjustified detriment, such as for example termination (incl. mutual agreement) of the employment or other contracts with Fujitsu, being blocked or harm to reputation, a change in salary (incl. variable income) as well as a change of scope of responsibility or workplace and similar measures, which may give the impression of being retaliatory. Retaliations against anyone reporting in good faith, supporting the reporter or assisting the investigation will be treated as a serious disciplinary matter.
Please note that Fujitsu expects that you raise concerns in good faith, meaning that at the time of reporting you have reasonable grounds to believe that the information you are reporting is true, even if it later turns out not to be. If you raise a concern that is intentionally false, misleading, or malicious, this may result in disciplinary or similar legal action.
You can find more information about whistleblowing, the protection of Whistleblowers and Fujitsu’s compliance program on the Europe Compliance Connect pages or on the Global Fujitsu webpages
External reporting in the EU
According to the Directive and the respective national laws, where already implemented, whistleblowers in the EU or concerning EU locations may also consider reporting their concerns to EU agencies and/or external national designated authorities if the report concerns a breach of EU laws as listed in the Directive or as defined by the respective national laws (“External Reporting”).
However, we strongly encourage to contact us via Fujitsu Alert if you have concerns concerning your work with or for Fujitsu. Experience shows that an internal follow-up is a fast and effective way to investigate and allows Fujitsu to ensure confidentiality, support and protection of whistleblowers.
Furthermore, if you contact us directly, Fujitsu can take immediate action and stop breaches or violations, thereby averting or containing potential damage to Fujitsu, its employees, business partners and reputation and -in case of severe violations- wider society.
Information on external reporting channels according to EU Directive 2019/1937 within the European Union
For links to the external EU reporting channels and for more information on the respective requirements and procedures please visit this page.