Providing employees with a safe channel to report irregularities, in accordance with the EU Directive, is already mandatory in the European Union countries. It is worth remembering, however, that such channels are needed not only because the law requires it. People who would like to report embezzlement, illegal behavior or abuse, and who do not have the opportunity to do so in the workplace, very often decide to take the next, often radical step, which is reporting the matter to the media (which is now easier than ever).
The press and television have their own rules. It has been known for a long time that journalists will do a lot to have a catchy topic for the news. If an issue an employee wants to report can have really big consequences for the company or concerns illegal abuse on a large scale, very often journalists want to publicize it right away - it is completely natural. A whistleblower who does not feel trust in his employer, who does not have a safe channel to report irregularities or who knows that the information reported by him will be (or has already been) ignored, will seek support from external authorities and institutions. Very often this unit is the media. History has shown that the lack of communication channels with employees has repeatedly ended up being turned to journalists. While the public has little ability to act immediately on a whistleblower's concerns, media exposure of abuses can spur relevant authorities to action. The media is an integral part of providing an extra layer of oversight and this could potentially lead to broader changes in the sector, such as increased regulation. However, publicizing abuses in the media very often has many consequences, such as huge financial losses for companies, as well as damage to the image, which is often worked on for years. That is why it is so important to create a legal and safe source of contact for employees, as well as to react responsibly to any abuse.
