Whistleblowing and Integrity regulations in APAC: Managing risks while building a stronger workplace

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We ask HR to do it all — but give them the least support when it matters most

Let’s be honest about the situation HR leaders in Singapore are in.

They’re expected to hire faster. Build culture. Keep employees happy. Align with business goals. And now, on top of everything else, they’re being asked to manage risk, compliance, and regulatory pressure like seasoned legal experts.

That gap between expectation and reality was what stood out most in our recent webinar. What was meant to be a session on whistleblowing quickly became something broader: a candid look at how the compliance burden on HR has grown, without the systems and support to match.

We’ve normalised HR firefighting

One of the most telling moments came when Fiona, Director of Government Services (Asia) Veremark, talked about how HR leaders are navigating new MOM regulations, especially around employment passes. “There’s no room for guesswork anymore,” she said. “You either have evidence that your processes work, or you don’t.”

It’s the same with whistleblowing. Companies might have a policy on paper. Maybe a reporting email buried in the employee handbook. But when something goes wrong—when someone finally speaks up and the process falls apart—HR is the one left holding the bag.

Whistleblowing isn’t a legal issue. It’s a people issue.

David Morgan, Managing Director, Veremark Whistleblower Technology Solutions, put it clearly: most whistleblower reports don’t involve fraud or criminal behaviour. They involve managers treating people badly. Or employees being ignored. Or decisions being made unfairly.

These aren’t legal issues. They’re trust issues.

If your people don’t feel safe enough to report them—or if they believe nothing will change—then the policy is meaningless. The damage is already happening. You're just not hearing about it yet.

We don’t train the people who matter most

Another uncomfortable truth: most line managers don’t know what to do when an issue is raised. They aren’t trained to handle misconduct. They don’t know when to escalate. Some don’t even realise they’re the problem.

But we still expect HR to catch everything and fix it.

That’s not realistic. And it’s not fair.

So what now?

None of this means HR needs to become legal. Or compliance experts. But they do need more help.
Clearer systems. Safer reporting. Real follow-up. And maybe most importantly—a shift in mindset that whistleblowing isn’t about checking a box. It’s about creating a culture where people believe their voices matter.

Because when things go wrong—and they will—your people won’t care what your policy says. They’ll remember what actually happened when they spoke up.

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Want to hear more from Fiona and David?
Watch the full webinar: “Regulations affecting HR leaders in Singapore and a multifaceted approach to effective management of these.”

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Looking to improve how your organisation handles whistleblowing?

We’ll help you set up a secure, anonymous reporting system that employees can trust.

‍Speak to our team today

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David Morgan

Managing Director, Whistleblower Technology Solutions

Guy Underwood

Chairman, Veremark

Fill out the form below to WATCH THE WEBINAR

FAQs

What background check do I need?

This depends on the industry and type of role you are recruiting for. To determine whether you need reference checks, identity checks, bankruptcy checks, civil background checks, credit checks for employment or any of the other background checks we offer, chat to our team of dedicated account managers.

Why should employers check the background of potential employees?

Many industries have compliance-related employment check requirements. And even if your industry doesn’t, remember that your staff have access to assets and data that must be protected. When you employ a new staff member you need to be certain that they have the best interests of your business at heart. Carrying out comprehensive background checking helps mitigate risk and ensures a safer hiring decision.

How long do background checks take?

Again, this depends on the type of checks you need. Simple identity checks can be carried out in as little as a few hours but a worldwide criminal background check for instance might take several weeks. A simple pre-employment check package takes around a week. Our account managers are specialists and can provide detailed information into which checks you need and how long they will take.

Can you do a background check online?

All Veremark checks are carried out online and digitally. This eliminates the need to collect, store and manage paper documents and information making the process faster, more efficient and ensures complete safety of candidate data and documents.

What are the benefits of a background check?

In a competitive marketplace, making the right hiring decisions is key to the success of your company. Employment background checks enables you to understand more about your candidates before making crucial decisions which can have either beneficial or catastrophic effects on your business.

What does a background check show?

Background checks not only provide useful insights into a candidate’s work history, skills and education, but they can also offer richer detail into someone’s personality and character traits. This gives you a huge advantage when considering who to hire. Background checking also ensures that candidates are legally allowed to carry out certain roles, failed criminal and credit checks could prevent them from working with vulnerable people or in a financial function.