A reporting channel your staff have a reason to believe in.
Whistleblowing, harassment reports, exit interviews, employee surveys — no account, no IP address stored with the submission, encrypted on the employee's device and readable only by your case team.
The report you never receive is the expensive one.
Four problems every Swiss HR and compliance team recognises — and what each one actually costs you.
Nobody reports until it is a legal case
The only route is telling your line manager — who may be the problem, or their friend. So people stay quiet, and you learn about the harassment or the invoice fraud at the exit interview, or from a lawyer's letter.
A link on the intranet and a QR code in the break room — reachable at 22:00, from a private phone, without asking anyone's permission.
The shared hr@ mailbox
A harassment report lands in an inbox three people can open, gets forwarded for a second opinion, and is auto-archived onto a laptop. Confidentiality was promised in the policy and lost in the mail client.
One encrypted inbox with roles — the case team opens the report, and the audit log shows who did.
Foreign platforms priced per employee
Enterprise whistleblowing suites bill per head and host staff reports abroad; the free survey tool puts them on the same servers as your marketing analytics, trackers included. Neither is easy to defend in a works-council meeting.
Encrypted submissions stored in Switzerland, one flat price, zero trackers, and a provider that cannot read the reports.
Documentation you have to reconstruct
A grievance noted in a diary, an exit interview remembered from a corridor conversation, a survey exported to a spreadsheet on someone's desktop. When a dismissal is challenged, the record is a mix of memory and e-mail threads.
Structured answers, submission timestamps, and an audit log of every export and deletion.
Anonymity that is architecture, not a promise.
A reporting channel is only worth what your staff believe about it. Answers are encrypted in the employee's browser before they travel, no account is created, and no IP address is stored with the submission — so "can they find out it was me?" has a technical answer instead of a reassuring one.
Sealed on the employee's device
The report, the names in it, the screenshots attached — locked before the first byte leaves their phone. No app, no login, nothing that ties the report to a work account.
Stored encrypted in Switzerland
Servers, database, file storage and e-mail run on Swiss infrastructure operated by Infomaniak — under Swiss law, in Swiss data centres.
Opened only by the case team
Reports decrypt inside the browser of the people you invited, with the Vault key. Not IT, not the line manager, not us — we hold ciphertext.
The forms your team already runs.
Each one starts from a template in German, French, Italian or English — adapt the questions to your policy and publish the same afternoon.
Whistleblowing reports
What happened, when, who is involved, is it still ongoing — answerable anonymously, with only the questions your policy needs.
Harassment & grievance reports
Named or anonymous, with an optional on-screen signature when the person wants their statement on record (signature is a paid-plan feature).
Exit & return-to-work interviews
Honest answers people give more freely in writing than across a desk — with your dates built into the form's schedule.
Evidence & documents
Screenshots, e-mail exports, photographs, contracts — encrypted before upload, on Pro and Business.
Employee surveys & pulse checks
Engagement, workload, psychosocial risk — one link per round, with results only the survey owner can decrypt.
Recruitment & onboarding
Applications, reference-check consent, onboarding data, accident reports — the same confidentiality, across the employee lifecycle.
Start from an HR template
Nine HR templates, each in all four languages. Duplicate one, change the questions that do not fit your policy, publish.
Secure internal reporting channel for workplace misconduct, fraud, harassment or ethics violations — anonymous or identified.
Anonymous or named workplace grievance submission.
Structured exit interview for HR — reasons for leaving, satisfaction ratings, and constructive suggestions, all encrypted.
Anonymous engagement pulse survey for Swiss teams.
From policy to a channel that is used — four steps.
Publish the channel
Link it from the intranet and the staff handbook, and put the QR code where people read alone — the break room, the changing room, the back of the toilet door.
An employee reports
In their own language, from a private phone, in the evening — no account, no work e-mail, no trace in a mailbox somebody else can open.
The case team opens the vault
Reports appear in the shared encrypted inbox, decrypted in the browser with the Vault key. Tag by severity, and mark as handled — every step in the audit log.
Document and close
Export the report as PDF for the case file, or a set as Excel or a ZIP with the evidence. Then delete what your retention policy says should go — genuinely.
What your legal counsel will want to know.
Switzerland has no general whistleblower-protection statute and no general duty for a private employer to operate a reporting channel — the EU Directive reaches Swiss groups through their EU subsidiaries, and some regulators require one. Which is exactly why a voluntary channel is judged on its architecture rather than on the law behind it.
Read the full security page →General information, not legal or HR advice — what a channel must do depends on your jurisdiction, your sector regulator and whether the EU Directive reaches your group. Schweizerform is a receiving channel, not a case-management system: there is no way to message a reporter back inside the tool. We do not display ISO 27001 or SOC 2 badges, because we have not completed those audits.
One organisation, one subscription.
Priced per account, not per employee — the reason most per-head whistleblowing suites are out of reach for a 30-person company.
Early-adopter pricing
Prices go up as we grow. Subscribe now and keep these rates for as long as your subscription stays active.Questions from HR and compliance.
Before you decide.
The longer arguments behind this page — written for readers, not for buyers.
Start with one form — the reporting channel.
Free plan, no credit card, encryption on from the first report. Publish the link this week and let the QR code in the break room do the rest.