Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019 (10 of 2019)
Schedule 1 Amendments
Part 1 Amendment of the Corporations Act 2001
Corporations Act 2001
9 Sections 1317AD and 1317AE
Repeal the sections, substitute:
1317AD Compensation and other remedies - circumstances in which an order may be made
(1) A court may make an order under section 1317AE in relation to a person (the first person ) if:
(a) the first person engages in conduct ( detrimental conduct ) that:
(i) causes any detriment to another person (the second person ); or
(ii) constitutes the making of a threat to cause any such detriment to another person (the second person ); and
(b) when the first person engages in the detrimental conduct, the first person believes or suspects that the second person or any other person made, may have made, proposes to make or could make a disclosure that qualifies for protection under this Part; and
(c) the belief or suspicion referred to in paragraph (b) is the reason, or part of the reason, for the detrimental conduct.
(2) A court may make an order under section 1317AE in relation to a person (the first person ) if:
(a) the first person is or was an officer or employee of a body corporate; and
(b) paragraphs (1)(a), (b) and (c) of this section apply to the body corporate because of detrimental conduct engaged in by the body corporate; and
(c) the first person:
(i) aided, abetted, counselled or procured the detrimental conduct; or
(ii) induced, whether by threats or promises or otherwise, the detrimental conduct; or
(iii) was in any way, by act or omission, directly or indirectly, knowingly concerned in, or party to, the detrimental conduct; or
(iv) conspired with others to effect the detrimental conduct.
(2A) A court may make an order under section 1317AE in relation to a person (the first person ) that is a body corporate if:
(a) another person (the third person ) engages in conduct ( detrimental conduct ) that:
(i) causes any detriment to a person (the second person ) other than the first person or the third person; or
(ii) constitutes the making of a threat to cause any such detriment to a person (the second person ) other than the first person or the third person; and
(b) when the third person engages in the detrimental conduct, the third person believes or suspects that the second person or any other person made, may have made, proposes to make or could make a disclosure that qualifies for protection under this Part; and
(c) the belief or suspicion referred to in paragraph (b) is the reason, or part of the reason, for the detrimental conduct; and
(d) the first person is under a duty to prevent the third person engaging in the detrimental conduct, or a duty to take reasonable steps to ensure that the third person does not engage in the detrimental conduct; and
(e) the first person fails in part or whole to fulfil that duty.
Burden of proof
(2B) In proceedings where a person seeks an order under section 1317AE in relation to another person:
(a) the person seeking the order bears the onus of adducing or pointing to evidence that suggests a reasonable possibility of the matters in:
(i) if subsection (1) of this section applies - paragraph (1)(a); or
(ii) if subsection (2) of this section applies - paragraph (1)(a), as mentioned in paragraph (2)(b); or
(iii) if subsection (2A) of this section applies - paragraphs (2A)(a) and (d); and
(b) if that onus is discharged - the other person bears the onus of proving that the claim is not made out.
Threats
(3) For the purposes of this section, a threat may be:
(a) express or implied; or
(b) conditional or unconditional.
(4) In proceedings for the purposes of section 1317AE, it is not necessary to prove that the person threatened actually feared that the threat would be carried out.
1317ADA Detriment
In sections 1317AC and 1317AD, detriment includes (without limitation) any of the following:
(a) dismissal of an employee;
(b) injury of an employee in his or her employment;
(c) alteration of an employee's position or duties to his or her disadvantage;
(d) discrimination between an employee and other employees of the same employer;
(e) harassment or intimidation of a person;
(f) harm or injury to a person, including psychological harm;
(g) damage to a person's property;
(h) damage to a person's reputation;
(i) damage to a person's business or financial position;
(j) any other damage to a person.
1317AE Compensation and other remedies - orders that may be made
(1) For the purposes of subsections 1317AD(1), (2) and (2A), a court may make any of the following orders:
(a) an order requiring the first person to compensate the second person, or any other person, for loss, damage or injury suffered as a result of the detrimental conduct;
(b) if the court is satisfied that the first person engaged in the detrimental conduct in connection with the first person's position as an employee:
(i) an order requiring the first person to compensate the second person, or any other person, for a part of loss, damage or injury as a result of the detrimental conduct, and an order requiring the first person's employer to compensate the second person, or any other person, for a part of loss, damage or injury as a result of the detrimental conduct; or
(ii) an order requiring the first person and the first person's employer jointly to compensate the second person, or any other person, for loss, damage or injury suffered as a result of the detrimental conduct; or
(iii) an order requiring the first person's employer to compensate the second person, or any other person, for loss, damage or injury as a result of the detrimental conduct;
(c) an order granting an injunction, on such terms as the court thinks appropriate, to prevent, stop or remedy the effects of the detrimental conduct;
(d) an order requiring the first person to apologise to the second person, or any other person, for engaging in the detrimental conduct;
(e) if the second person is or was employed in a particular position and the detrimental conduct wholly or partly consists, or consisted, of the termination, or purported termination, of the second person's employment - an order that the second person be reinstated in that position or a position at a comparable level;
(f) if the court thinks it is appropriate - an order requiring the first person to pay exemplary damages to the second person, or any other person;
(g) any other order the court thinks appropriate.
(2) If the detrimental conduct wholly or partly consists, or consisted, of terminating or purporting to terminate a person's employment (including detrimental conduct that forces or forced the person to resign), the court must, in making an order mentioned in paragraph (1)(a) or (b), consider the period, if any, the person is likely to be without employment as a result of the detrimental conduct. This subsection does not limit any other matter the court may consider.
(3) In deciding whether to make an order under paragraph (1)(b) in relation to the first person's employer, the court may have regard to the following:
(a) whether the employer took reasonable precautions, and exercised due diligence, to avoid the detrimental conduct;
(b) if the employer has a policy dealing with any or all of the matters referred to in subsection 1317AI(5) (whether or not section 1317AI requires the employer to have such a policy) - the extent to which the employer gave effect to that policy;
(c) any duty that the employer was under to prevent the detrimental conduct, or to take reasonable steps to ensure that the detrimental conduct was not engaged in.
(4) If the court makes an order under subparagraph (1)(b)(ii), the first person and the first person's employer are jointly and severally liable to pay the compensation concerned.
1317AF Interaction between civil proceedings, civil penalties and criminal offences
To avoid doubt, a person may bring civil proceedings for an order under section 1317AE, or civil proceedings for a contravention of subsection 1317AC(1), (2) or (3), in relation to particular conduct, even if a prosecution for a criminal offence against section 1317AC in relation to that conduct has not been brought, or cannot be brought.
1317AG Identifying information not to be disclosed etc. to courts or tribunals
If a person (the discloser ) makes a disclosure of information that qualifies for protection under this Part, the discloser or any other person is not to be required:
(a) to disclose to a court or tribunal:
(i) the identity of the discloser; or
(ii) information that is likely to lead to the identification of the discloser; or
(b) to produce to a court or tribunal a document containing:
(i) the identity of the discloser; or
(ii) information that is likely to lead to the identification of the discloser;
except where:
(c) it is necessary to do so for the purposes of giving effect to this Part; or
(d) the court or tribunal thinks it necessary in the interests of justice to do so.
Note: A discloser may also be able to apply to the court or tribunal, in accordance with the rules of the court or tribunal, for an order protecting the discloser's identity.
1317AH Costs only if proceedings instituted vexatiously etc.
(1) This section applies to a proceeding (including an appeal) in a court in relation to a matter arising under section 1317AE in which a person (the claimant ) is seeking an order under subsection 1317AE(1).
(2) The claimant must not be ordered by the court to pay costs incurred by another party to the proceedings, except in accordance with subsection (3) of this section.
(3) The claimant may be ordered to pay the costs only if:
(a) the court is satisfied that the claimant instituted the proceedings vexatiously or without reasonable cause; or
(b) the court is satisfied that the claimant's unreasonable act or omission caused the other party to incur the costs.
1317AI Whistleblower policies
(1) A public company must:
(a) have a policy that sets out the matters referred to in subsection (5); and
(b) make that policy available to officers and employees of the company.
Note: Failure to comply with this subsection is an offence: see subsection 1311(1).
(2) A proprietary company that has been a large proprietary company for any financial year (the first financial year ) must, on each day in each later financial year that is at least 6 months after the last day of the first financial year:
(a) have a policy that sets out the matters referred to in subsection (5); and
(b) make that policy available to officers and employees of the company.
Note: Failure to comply with this subsection is an offence: see subsection 1311(1).
(3) Without limiting subsection (2), a proprietary company that is the trustee (within the meaning of the Superannuation Industry (Supervision) Act 1993) of a registrable superannuation entity (within the meaning of that Act) must:
(a) have a policy that sets out the matters referred to in subsection (5); and
(b) make that policy available to officers and employees of the company.
Note: Failure to comply with this subsection is an offence: see subsection 1311(1).
(4) An offence based on subsection (1), (2) or (3) is an offence of strict liability.
Note: For strict liability, see section 6.1 of the Criminal Code.
(5) The matters that a policy must set out for the purposes of paragraph (1)(a), (2)(a) or (3)(a) are:
(a) information about the protections available to whistleblowers, including protections under this Part; and
(b) information about to whom disclosures that qualify for protection under this Part may be made, and how they may be made; and
(c) information about how the company will support whistleblowers and protect them from detriment; and
(d) information about how the company will investigate disclosures that qualify for protection under this Part; and
(e) information about how the company will ensure fair treatment of employees of the company who are mentioned in disclosures that qualify for protection under this Part, or to whom such disclosures relate; and
(f) information about how the policy is to be made available to officers and employees of the company; and
(g) any matters prescribed by the regulations for the purposes of this paragraph.
1317AJ Exemption orders - class orders for companies
(1) ASIC may, by legislative instrument, make an order in respect of a specified class of company relieving companies in the class from all or specified requirements of section 1317AI.
(2) The order may:
(a) be expressed to be subject to conditions; and
(b) be indefinite or limited to a specified period.
1317AK Review of operation of whistleblower protections
(1) The Minister must cause a review to be undertaken of the operation of:
(a) this Part; and
(b) Part IVD of the Taxation Administration Act 1953.
Note: Part IVD of the Taxation Administration Act 1953 provides for protections for whistleblowers in relation to tax.
(2) The review must be conducted as soon as practicable after the end of 5 years after this section commences.
(3) The Minister must cause a written report about the review to be prepared.
(4) The Minister must cause a copy of the report to be laid before each House of the Parliament within 15 sitting days of that House after the Minister receives the report.