Whistleblower Policy

Introduction and background

The Lauritzen Group is a responsible group of companies with an open corporate culture where everyone is encouraged and free to raise their concern should they become aware of any irregularity or unlawful activity attributable to Lauritzen.


Ideally, concerns should be raised through the usual sources, i.e. with your superior, your superior's superior or HR. However, it is important that material concerns come to light and having an open corporate culture may not always be sufficient. Therefore, we have chosen to implement a whistleblower scheme. 


Through the whistleblower scheme, employees and stakeholders can, in good faith, submit anonymous or non-anonymous reports about questionable matters or tendencies which may disclose illegalities, generate economic loss, damage the reputation of Lauritzen, or have similar effects.  


Who can report concerns and about who? 

The Lauritzen Group's employees and stakeholders such as customers, suppliers, business partners and external consultants can report concerns. Concerns can be reported on matters committed by the Lauritzen Group's employees. 


What issues can be reported?

  • The whistleblower scheme is intended for reporting serious, or suspected serious Lauritzen Group matters only, such as: Economical crime such as embezzlement, bribery, corruption, fraud and forgery;
  • Material breaches of health and safety regulations;
  • Submission of false or misleading information to public authorities
  • Material breaches of environmental regulations/pollution; and
  • Physical violence and sexual offenses.

Matters which are unsatisfactory but neither illegal nor irregular such as collegial difficulties or violation of smoking policy, etc. should not be reported via the whistleblower scheme but raised via usual channels (management or HR).


If you are in doubt as to whether you should report concerns, you should report them. As your help is essential for us, all submissions will be addressed. If a reported concern falls outside the scope of the whistleblower scheme, we will advise you via the whistleblower portal.


Who deals with reported concerns? 

Incoming reports are investigated by the Chairman and Vice Chairmen of the Board of Directors and the Group General Counsel. From Dec 17th 2021, the Lauritzen Group whistleblowing scheme will be supplemented by a whistleblower scheme hosted by the Danish Data Protection Agency - so it will be possible to file a complaint through one or the other scheme. 


How are the reports processed? 

When a report is received, a preliminary investigation of the matter will be made. If the report turns out to be unfounded, it will be deleted from the portal and the employee who submitted the report will be informed via the portal.

If the report turns out to be founded, further investigation will be made. The matter may have employment consequences for the person regarding whom the concern was reported.

It is important that the whistleblower scheme is not used to make accusations by which suspicion is raised against innocent individuals. All concerns reported must therefore be made in good faith. Anyone who has reported concerns are protected against any harassment or victimization as a consequence of the report.


How can a report be submitted?

Concerns can be reported at


When reporting a concern you choose whether you want to report the concern anonymously. 


When a concern has been reported you have the option to log on to the portal and see if the person investigating the matter has any questions or requests additional documentation. Any subsequent interaction via the portal is 100% anonymous and solely relies on the willingness of the reporter to log into the portal and address any queries from the person investigating the matter. 


Information to the reported person 

The identity of the person reporting a concern will not be disclosed, even if the person has chosen not to be anonymous. 



All questions regarding the whistleblower scheme can be addressed to the Legal Department: