Reporting procedure for breaches

Reporting procedure for breaches

At RGF Staffing, we expect everyone — employees, managers, suppliers and partners — to comply with our Code of Conduct and not to turn a blind eye to wrongdoing. Anyone who identifies a breach can and must report it. This page sets out how, to whom and with what protections.

Why reporting matters

Our Code of Conduct is the backbone of how we work together at RGF Staffing. Breaches of this Code, of applicable legislation or of related policies are not an internal matter: they affect our employees, our clients, our reputation and the trust of all our stakeholders.

We treat every reported suspicion of misconduct as a serious matter — and as a direct attack on the values we stand for. Remaining silent about wrongdoing is not an option. By reporting, you actively contribute to a fairer, safer workplace for everyone.

This procedure is in line with the Belgian Act of 28 November 2022 (transposing EU Directive 2019/1937) and aligns with the broader Recruit Group compliance framework.

What can you report?

You may submit a report where there are serious indications of a breach of our Code of Conduct or of applicable laws and regulations. Examples directly linked to our Code of Conduct:

  • Fraud & financial integrity: corruption, money laundering, insider trading, accounting irregularities or misuse of company assets
  • Bribery & improper benefits: offering or accepting gifts that compromise our integrity
  • Discrimination & harassment: any form of bullying or discrimination based on personal characteristics
  • Privacy & data protection: unlawful processing or transfer of personal data in breach of the GDPR
  • Competition & fair trade: prohibited agreements with competitors or other violations of competition rules
  • Human rights & working conditions: breaches of fundamental labour or human rights, unsafe working conditions
  • Sanctions & criminal contacts: business relationships with persons or organisations on sanctions lists or involved in criminal activities
  • Environment & sustainability: deliberate breaches of environmental regulations or violations of our sustainability commitments

This list is non-exhaustive. If in doubt, you can always contact our external reporting channel confidentially for a preliminary discussion.

Who can submit a report?

Protection applies to a broad range of persons who, in a professional context, have obtained information about RGF Staffing or one of our entities:

  • Employees (permanent, temporary or via agency work)
  • Self-employed persons and freelancers
  • Suppliers, subcontractors and business partners
  • Shareholders and members of governing bodies
  • Job applicants and former employees
  • Persons who assist the reporting person (facilitators)

How to submit a report

RGF Staffing applies a tiered approach that aligns with our internal reporting culture as well as legal requirements.

01 Local reporting channel (preferred)

Please report in the first instance through the procedures of your local RGF Staffing entity. This can be via your line manager, HR or a designated trusted person, in accordance with the internal procedure. If you are working through one of our strong brands, you can also always turn to the office you are familiar with.

02 External reporting channel via an independent third party

Where local reporting is not feasible or desirable, you can contact our external reporting channel. Reports can be submitted anonymously or under your own name via:

03 RGF Staffing Whistleblower Hotline (head office)

As an additional channel, RGF Staffing maintains a Whistleblower Hotline at group level. This channel is available where reporting through the local entity or the external reporting channel is not possible.

04 Competent public authority

You may also submit a report directly to a competent Belgian public authority, such as the Federal Institute for Human Rights (UNIA) or a sector-specific supervisory body.

Your protection as a reporting person

RGF Staffing takes the protection of reporting persons extremely seriously. Anyone who submits a report in good faith enjoys the following guarantees — in line with both our Code of Conduct and Belgian whistleblower legislation:

  • Confidentiality: your identity is treated in strict confidence and will not be disclosed without your express consent
  • No retaliation: dismissal, demotion, exclusion or any other form of retaliation is prohibited and punishable — including for suppliers and business partners
  • Reversed burden of proof: in the event of adverse treatment following a report, the employer must demonstrate that this is unrelated to the report
  • Immunity from liability: reporting persons are exempt from liability for obtaining information that was necessary for the report

Misuse of the reporting procedure by knowingly submitting false reports is not protected and may give rise to disciplinary or legal action.

What happens with your report?

Every report is taken seriously and handled in accordance with our internal procedures and the statutory time limits:

7 days  Acknowledgement of receipt

You will receive an acknowledgement of receipt of your report within 7 calendar days.

3 months  Feedback on follow-up

Within 3 months of the acknowledgement of receipt, you will be informed of the measures taken in response to your report.

Ongoing  Confidentiality & GDPR

Throughout the entire process, your data is protected in accordance with the GDPR and the RGF Staffing Privacy Policy.