UK-built · CDM · CIS · MTD
A confidential reporting channel for your workforce. Two questions, a reference, and a named manager's reply.
A confidential reporting channel, sometimes called a speak-up line, lets a worker raise a concern without going through their own line manager. In construction it usually carries the things that never make it into a site diary: a supervisor problem, a near miss nobody logged, pressure to cut a corner.
Employee feedback is Unibuild's version. It is a public web page with no login and no account, asking two questions and no name. The worker keeps a reference, and can come back with it to see whether the report is still open, and read what a named manager wrote in reply.
So most of what your business needs to know never gets as far as the office.
What has happened, and what you think should be done about it. Both compulsory, both up to five thousand characters, with a live counter. There is nothing else on the form at all.
Forty characters, generated on submission, displayed on the success page in a monospace box with a copy button and a plain instruction to save it.
One field on the public page takes the reference and shows the status: Reported while it is open, Actioned once a manager has closed it. Two states, because more would be theatre.
A manager cannot mark a report actioned without typing remarks, and the dialogue tells them plainly that what they write will be shown to the person who reported it.
The person who responds is named to the worker. The worker is not named to the manager. That asymmetry is deliberate and it is the right way round.
Open reports count into the platform-wide Alerts badge, alongside near misses and accidents, so an unanswered concern sits in the same queue as an incident rather than in a page nobody opens.
Ask any supplier what happens after somebody reports something.
Most speak-up products can show you a form. The part that decides whether anybody uses it twice is what the worker sees a fortnight later.No. There is no UK law obliging an employer to run one, and anybody telling you otherwise has something to sell you. What is true is that three real duties sit next to it, and a channel like this is one of the practical ways firms discharge them.
This one is a genuine duty rather than guidance. Where there is no recognised trade union, an employer must consult employees, either directly or through elected representatives, in good time on matters affecting their health, safety and welfare, and in particular before introducing anything that substantially affects it.
The duty is to consult, not to provide a confidential channel. But a route that lets somebody raise a hazard without going through the person who created it is a reasonable part of how a firm does consult, and unlike a toolbox talk it leaves a dated record that somebody raised it.
Employers must take reasonable steps to prevent sexual harassment of their workers, including by third parties. It is an anticipatory duty: the point is to act before something happens rather than to respond well afterwards.
There is no fixed checklist, which is what makes it awkward. Where a tribunal finds a worker was sexually harassed it must consider whether the duty was met, and can increase compensation by up to twenty-five per cent where it was not. A working reporting route, and evidence that reports were answered, is one of the practical measures a firm can point at.
Reporting that sexual harassment has happened, is happening or is likely to happen now expressly qualifies as a protected disclosure. Before this, a worker had to argue their report fitted an existing category, usually health and safety.
Nothing in that obliges you to run a channel. It does mean the reports coming through one carry statutory weight, and firms are being advised to look again at their reporting routes and at how they record what was done. That record is the part software is actually good at.
This module is a channel, not a policy and not legal advice. It gives your people a route that does not pass through their own line management, and it gives you a dated record of what was raised and what was done about it. The policy, the investigation and the decisions remain yours, and how these duties apply to your business is a question for your own employment adviser rather than for us. We would rather say that plainly than imply the software settles it.
Plenty of products in this space put the word anonymous on a badge and leave it there. A worker deciding whether to report their own supervisor is making a real decision, so here is the promise in full, with nothing rounded up.
There is no name field, no optional identity field, no email address, no department and no category picker. Nothing on the form invites a worker to identify themselves, and the only way they can is by typing their own name into one of the two answers.
It is an ordinary public web page. Nobody has to be set up on the platform to use it, which matters because the people most likely to need it are often the newest, the youngest or the agency labour who were only ever given a timesheet login.
Reports land on a review page inside the platform, reachable by the people you have granted it to and nobody else. It is not a shared inbox, it is not forwarded on, and it does not appear anywhere a supervisor might come across it while looking for something else.
We do not claim the report is untraceable, because a web request is a web request: like every other page on the internet it passes through servers that keep ordinary technical records. Confidential means we do not ask who you are and only named managers read what you wrote. It does not mean the request left no trace anywhere, and we will not pretend otherwise on a page somebody might rely on.
There is no email to resend it to and no second way to look it up, because neither exists without asking who somebody is. The success page says so at the point the reference is shown. It is a genuine cost of the design rather than an oversight, and worth mentioning at induction.
A manager with the right access can delete a submission outright, and it does not come back. Worth deciding who holds that permission before the channel goes up, rather than after somebody has used it.
A channel nobody knows about is a channel nobody uses.
The firms that get reports are the ones who put the link on a site poster, mention it at induction and answer the first one properly. We will talk through all three.Same platform, same login. These are the modules that track what you own, when it is next due, and the certificate that proves it.
What has to be reported by law, what a record has to survive, and where site information actually goes.
