Indicator 3.12.5

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Indicator 3.12.5

by Contact on 8 October 2026

Requirement

The UoC shall ensure the grievance mechanisms in Indicators 3.12.2 and 3.12.4 include provisions for non-retaliation.

How Do I Interpret This Requirement?

  • Non-retaliation means that no action can be taken by the UoC against a person or an entity bringing a grievance that has been raise in good faith.

  • If retaliation occurs, this means that the grievance mechanism is inadequate.

  • This protection against retaliation applies to those bringing grievances and to whistleblowers.

  • ILO defines whistleblowing as: ‘the reporting by employees or former employees of illegal, irregular, dangerous or unethical practices by employers’.

  • Examples of retaliation in the workplace can include:

    • direct consequences, such as:

      • firing

      • demotion

      • salary reduction

      • reduced hours

    • more subtle consequences, such as:

      • reassignment to work that causes personal hardship

      • exclusion from key meetings and group events

      • threats

      • harassment

      • bullying

    • indirect consequences, such as:

      • encouraging shunning, harassment or bullying by other staff members.

  • Examples of retaliation for a community member or Indigenous or tribal person can include:

    • direct actions

    • indirect actions through others

    • threats

    • harassment

    • damage to a person or property.

  • Ways to protect employees and communities from retaliation can include:

    • having clear grievance processes and policies that include accountability (see 3.12.2)

    • raising a confidential grievance (see also 3.12.9)

    • raising an anonymous grievance through a hotline or similar, where the identity of the person bringing the grievance is never known:

      • in this case, remediation is likely to affect a wider population and is not tied to a specific individual

Evidence of Implementation

  • grievance policy or procedure, including provision for confidentiality

  • records of grievance processes.

Auditors Should Confirm

  • policies and provisions for non-retaliation with employee and community representatives.