Identifying the organisation's legal framework

1. Regulatory Concept & Core Standards

Today we will learn to identify the information needed to assess the organisation's duties. Throughout the video, consider the difference between knowing a rule and applying it to a decision. We will work through an example, identify a possible failure and develop a response that can be used at work. An integrity programme connects risks, behaviour, controls and reporting channels. The obligation to protect whistleblowers must be assessed under national law. The prevention measures used in the examples are good practice unless identified as a specific legal obligation applicable to the organisation.

Article 19 of the Croatian Act generally requires an internal system for employers with at least 50 workers. Employers covered by specified parts of the Annex have duties regardless of headcount. Assess separately the obligation to establish a system, the conditions for protection and other preventive duties. A smaller organisation is not automatically exempt from all rules.

Apply the following rule: An employer with at least 50 workers generally must establish an internal reporting system. Article 19(3) requires covered employers under specified parts of the Annex to do so regardless of headcount. Appointment of a confidential person and deputy follows Article 20, including proposals by the works council, the authorised trade-union representative or at least 20 per cent of workers where that representation is absent. If no proposal is made, the Act provides for appointment without it. Appointees must consent in writing.

2. Practical Implementation & Procedure

Record the legal entity, activity, worker count and any special rules. Check the current Annex following the 2025 amendment. Record the source and date of each conclusion. A group policy can help but does not replace assessment of the local entity and statutory conditions for sharing resources. Before moving on, turn this procedure into a sequence you could explain to a colleague. Identify the first check, the action that depends on its outcome and the record that allows the decision to be reconstructed. Follow the sequence on screen and identify the point where an error would change the result.

3. Case Study & Compliance Action

A fictional company has eighty workers. An association has thirty and a public body has twenty. The first meets the general size threshold described. For the others, the assessment does not end with the headcount: the sector, public status and specific prevention and reporting-channel obligations must also be examined. Now read the case carefully. Separate established facts from information you would still need to confirm. Do not add motives or events that have not been described. This distinction matters when choosing a response proportionate to the information available.

The exercise is as follows: Can an organisation conclude that it has no prevention duties simply because it has fewer than fifty workers? Choose an answer and write one sentence explaining it. During the pause, compare your choice with the criteria we have just considered. Also think about the material you would retain to explain the decision later.

No. Size is one factor, but it does not replace an assessment of the entity's nature, sector or territorial rules. The conclusion must distinguish the channel obligation, conditions for protection and prevention measures. A reasoned assessment explains why a particular duty was considered applicable.

One mistake to avoid is: using the fifty-worker threshold as a universal answer across different legal regimes.

Now apply the national rule to a second decision. A subsidiary copies its foreign head office's policy without assessing its own activities and size. What must it check?

Identify the local legal entity, sector, national counting method and any public-sector or territorial regimes. Then link each obligation to a source and a responsible person. A group model can support operations but does not replace this assessment.