Whistleblowing function

In December 2021, a new law came into force – the Whistleblowing Act (SFS 2021:890) – which in practice is stricter than previous legislation in this area. Whistleblowing occurs when employees in a work-related context raise the alarm about different types of misconduct in an employer’s operations. These may be illegal, unethical or inappropriate practices. What is reported (whistled) should be such that there is a public interest that it becomes known. The purpose of the Act is to facilitate and encourage whistleblowing and to strengthen the protection of whistleblowers. The regulations prohibit employers from taking reprisals against the person who raised the alarm. Reprisals can be, for example, dismissal, termination, reassignment, loss of salary increase, abusive reports, bullying and much more. The employer may be liable for damages if such measures are carried out. The law covers a wide range of persons, not only as normal employees in the business and hired and borrowed personnel, but also jobseekers, trainees, volunteers, members of management and shareholders working in a limited liability company. Lammhults Design Group is concerned that misconduct or irregularities that have occurred in the organisation and which may harm the business, or its employees are brought to its attention and investigated as early as possible. A notification to the whistleblower function can be made anonymously. We have chosen that all notifications are received and investigated by an external actor to ensure legal certainty. The whistleblower function is used to report any misconduct or irregularities.

When should the function not be used?
A whistleblower function shall not be used for reporting personal problems that only affect the person reporting or their own work situation but handled internally as it is not compatible with the public interest requirement. This may include, for example, conflicts between the reporting person and another employee, views on leadership, salaries and wages, and expressions of dissatisfaction. In most cases, this is not considered to be of public interest and must therefore be handled internally in the individual business unit.

This is how you file a report
You will find the Lammhults Design Group whistleblowing function, which is managed by the external and independent actor Trust & heart via this link. The name of Human&heart’s whistleblowing service is Trust&heart.

If you want to make a report by 
Phone, call +0046 8 82 40 00, open 08.00-16.00.
Letter, write to Human&heart, Pelle Bergs hill 3c, 79150 Falun

You can also meet us to file a report.
When assessing and investigating reports via the whistleblowing service, our partner Human & heart HR AB processes information about individuals in its capacity as personal data controller. Here you can read their privacy policy.

Read through the information about, for example, when and how a report is made, before you make your report.


What do I need to think about?

  1. That you are protected from retaliation under applicable law if you report situations where you have reasonable grounds to believe that information about misconduct is true.
  2. That you have the right by law to remain anonymous both in relation to the person receiving your whistleblowing notification and to your employer. At the same time, we would like you to have the courage to be open with who you are so that we can investigate in the best possible way what has happened. You can also be open with your identity to the whistleblower function while remaining anonymous to your employer.

What happens after I submit my report?

  1. When you submit your report, a case number is created, and a case worker is assigned to your case. An internal conflict check is carried out to ensure that no case worker is in conflict of interest with what has been reported.
  2. You can always follow the status of your case by logging in with a special ID and password. You will receive a follow-up of the status of your case within seven working days. You can opt not to receive a follow-up by stating so in the case description.
  3. The case worker may want to contact you. If you have chosen to receive follow-ups of the case you can log in with the information you received when you reported the misconduct. You can then continue, if you wish, to remain anonymous in relation to the case worker. If you have chosen to provide contact information, the case worker may contact you to ask any questions.

The case will result in one of the following measures
It is decided to initiate a preliminary investigation to find out, through internal or external investigators, whether there are reasonable grounds to believe that misconduct and/or other serious situations have occurred.

After a preliminary investigation has been carried out, the case may be turned into a full-scale investigation where the purpose is to clarify whether an infringement has occurred.

The case may be dismissed.

The case may be referred to other law enforcement authorities or control bodies.

If your report should prove to be false
If you report situations that you know have not occurred or if you provide manifestly misleading information, you are not protected under applicable law. You must also not commit a crime when reporting a situation. Obviously false or misleading reports may be subject to investigation.