Digital whistleblowing system of Spaeter Group

 We value honesty, integrity and transparency.

Compliance with laws, rules and internal regulations is a top priority for the Spaeter Group. Only if we act in accordance with the law and with integrity do we protect our company, our employees and our business partners. The whistleblower system receives concrete indications of potential misconduct by employees of the company.

This whistleblower system also serves as a complaints procedure within the meaning of the Supply Chain Due Diligence Act. The Spaeter Group's complaints procedure serves to receive and process information on potential violations of rules or grievances within the Spaeter Group and in the associated supply chains. However, the complaints procedure does not process product and service-related customer concerns and complaints. Such concerns should be addressed to the Spaeter Group's customer service department.

Our goals

It requires the attention and willingness of everyone to point out violations of rules by employees of the Spaeter Group in the event of concrete information. These can be reported confidentially to the whistleblower system - at any time. This includes, for example, violations of laws such as antitrust law, corruption, human rights violations, theft or discrimination.

Protection for all involved

The whistleblower system guarantees the greatest possible protection for whistleblowers and those affected. An investigation is only initiated after careful examination of the information and if there are concrete indications of a violation of the rules. Information is handled in a fair and confidential process. Discrimination, intimidation or hostility that occurs because of a report made to the Company's whistleblowing system will be investigated and punished according to the same process.

Making a report - but doing it right!

Upon receipt of a whistleblower report, the Company's external compliance officer will process the report in accordance with all required procedural principles (e.g. confidentiality, protection of whistleblowers). In order to process cases and, if necessary, initiate appropriate investigative measures, dialogue with the whistleblower is often necessary. Therefore, it is important that the whistleblowing is formulated as concretely as possible. It is helpful if you considerth the following five questions when making a report:


    Who? - Who is it about? Who is affected?
    What? - What has happened? Describe the facts of the case.
    When? - When was the incident?
    How? - How often did it happen?
    Where? - Where did the incident occur?


Whistleblowers should make sure that the descriptions can also be understood by people outside the field. To this end, it is helpful if they are available for further questions. If there is a willingness to do so, but anonymity towards the external compliance officer and the company is to be maintained, the whistleblowers can use the anonymous reporting channels.

In addition to the external compliance officer of the company (Hinweisgeberexperte.de), other departments within the company may also be involved in the processing of reports. In the case of substantiated tips, the external compliance officer and the Spaeter Group  normally commission the necessary internal investigations at investigative functions (such as special audits or security). Likewise, the external compliance officer cooperates with the human resources department in the clarification and initiates measures if these are necessary.