Whistleblowing
Whistleblowing at Rovik Group AB
The function covers Rovik Group AB and all companies currently included in the Rovik Group.
At Rovik, we strive for an open, secure, and transparent business where serious misconduct can be identified early and handled correctly. Therefore, we have a whistleblower function where individuals with a work-related connection to Rovik can report suspected irregularities confidentially.
Why blow the whistle?
The whistleblower function should be used when there is a suspicion of serious misconduct, violations of the law, or other irregularities where there is a public interest in the information coming to light. Employees are primarily encouraged to address routine questions, problems, or misunderstandings with the person concerned or their immediate manager. For more serious misconduct, the whistleblower channel can be used.
Who can report?
The whistleblower function is available to individuals who have obtained information about misconduct in a work-related context. This includes, for example, employees and former employees, consultants, contractors, subcontractors, suppliers, and members of management or board bodies.
What can be reported?
You can report suspected misconduct involving Rovik, any company within the group, or individuals associated with our operations. Examples of reportable matters include:
- corruption, bribery, or improper benefits
- deliberate accounting errors, fraud, theft, embezzlement, or other financial crimes
- serious environmental crimes or significant environmental risks
- major security breaches or serious work environment risks
- serious violations of competition law, data protection, anti-money laundering regulations, or sanctions
- serious misconduct affecting life, health, or safety
- attempts to conceal any of the above
You do not need proof for your suspicion, but the report must be made in good faith and you must have reasonable grounds to believe the information is true.
How to report
Reports can be made orally, in writing (email), or at a physical meeting by contacting the Chairman of the Board of Rovik, Svante Hagman. Email: whistleblower@rovikgroup.se or 070-588 22 20. If the report concerns or involves the primary recipient, you may report to CEO Sofia Sartor, sofia.sartor@rovikgroup.se.
What should generally not be reported here?
The whistleblower function is generally not intended for general feedback, customer service issues, dissatisfaction with salary, work tasks, management, or conflicts between employees, unless the matter also involves serious misconduct. Such issues should primarily be handled by your immediate supervisor.
What should the report include?
To ensure the case can be investigated effectively, it is helpful if the report includes:
- what happened and why you believe it constitutes misconduct
- when and where it happened
- which individuals, companies, or functions are involved
- if the misconduct is still ongoing
- if there are documents, images, emails, invoices, or other supporting materials
- if the matter has already been reported through other channels
How is the report handled?
Reports are handled confidentially. You may choose to remain anonymous. Please note that reporting via email or phone may reveal certain contact details. Any irrelevant personal data will be deleted. Cases are only stored for as long as necessary. Personal data processed within the scope of whistleblower cases is handled in accordance with applicable data protection legislation. You will receive confirmation that your report has been received within seven days, and feedback is normally provided within three months. If you report anonymously without a functional contact method, we may not always be able to provide feedback.
External reporting
You can also report externally to the competent authority within the area to which the report relates. More information about external reporting channels is available from the Swedish Work Environment Authority and other competent authorities.
Protection against retaliation
Rovik does not tolerate retaliation against anyone who reports in good faith. This means that no one may be subjected to punishment, threats, discrimination, reassignment, termination, worsening of terms, or other negative treatment because they have reported a suspected misconduct.
Do you have any questions?
If you would like to know more about how we handle reports, personal data, or work environment issues, please contact your immediate supervisor or reach out to:
Sofia Sartor (CEO), sofia.sartor@rovikgroup.se, or +46 76-115 25 12
Svante Hagman (Chairman of the Board) whistleblower@rovikgroup.se or +46 70-588 22 20
This information is based on the following legislation
EU Whistleblowing Directive ((EU) 2019/1937)
General Data Protection Regulation ((EU) 2016/679)
Swedish Whistleblowing Act (SFS 2021:890)
