Topics inside this course
Awareness and induction depth — not an accredited occupational qualification.
- When to use speak-up versus the line versus emergency services
- Good faith and occupational detriment in plain language
- Anonymous versus named reports as your policy states
- What happens after a report — acknowledgement, not a soap opera
- What is not a protected disclosure
Built for the people who take the training
All employees; especially people who see finance, safety, or supplier issues and are not sure whether “telling someone” will cost them their job.
What learners leave able to do
- Choose an appropriate channel: line manager, HR, speak-up, or emergency
- Describe in plain language what a protected disclosure is aiming to do
- Recognise retaliation as a problem the organisation must take seriously
- Avoid treating client or classified data dumps as whistleblowing
Modules you can expect
Structure may tighten when you localise from your own source pack in Kre8AI — this is the shape of the library title.
- 1Concerns need a path
Silence is how harm scales.
- 2Which channel
Manager, HR, hotline, regulator — pick with the policy.
- 3Protected disclosures
What the Act is trying to protect.
- 4After you speak
Retaliation, confidentiality, feedback limits.
- 5Knowledge check
Scored assessment for induction.
Scored assessment. Contacts are placeholders until you localise. Not a guide to leaking regulated data.
Written for the workplace, not for the statute book alone
Speak-up training fails when it is a poster with a phone number nobody tested, or when it encourages people to email a journalist as step one. This course maps real channels: line manager, HR, the named hotline, and when something is an emergency instead.
The Protected Disclosures Act is explained as protection against occupational detriment for qualifying disclosures — not as a promise that every complaint is protected, and not as permission to exfiltrate customer files. Learners see the difference between raising a concern and publishing one.
Managers get a clear instruction: retaliation, even the social kind, is in scope. They also get permission to say “I don’t own this investigation” and hand it to the process.
Generate from the Act, the code, and your policy in Kre8AI so the number and inbox are real. Never invent a hotline. Export as SCORM or HTML. Keep the coach off sensitive assessment items.
Pair with ethics, harassment, and incident-reporting titles. People should not have to guess which door to knock on.
Play the library demo, or build speak-up awareness from your whistleblowing policy in Kre8AI.
What you would upload in Kre8AI
Whistleblowing policy, Protected Disclosures overview
- Protected Disclosures Act 26 of 2000 as amended (selected sections)
- Code of Good Practice on Protected Disclosures or DEL/CCMA explainers
- Your whistleblowing policy and contacts
Formats, coach and provenance
- Standalone HTML to play in the browser; SCORM 2004 for your LMS.
- Optional AI course coach on Growth and Scale — grounded in approved material; off on quizzes and final assessment by default. Course plays offline; coach needs a network.
- Built in Kre8AI and reviewed before we published it. Not a substitute for your organisation's own policy — review before you make it mandatory.
Get the SCORM package while you are here.
Same course, SCORM 2004. Load it to settle the tracking question — and keep it as a course your people can take after you review it.
Request the package
SCORM 2004 zip. We ask for an email so we know which LMS you are testing — and so we can send the download.