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Set Up Confidential Case Reporting
Give employees a secure and discreet way to report confidential workplace issues, with safe routing based on the type of issue.
Required Editions
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Confidential Reporting is a reporting method where an employee’s identity is disclosed to and verified by a specific, restricted individual and group (typically HR or Legal), but is strictly protected from the rest of the organization.
Unlike anonymous reporting, where the reporter remains unknown to everyone, confidential reporting allows HR to maintain traceability for direct follow-up, evidence gathering, and personalized support while protecting the identity of the reporter. This approach is standard in modern case management systems to address sensitive issues like harassment or discrimination, ensuring compliance with internal privacy policies while protecting the reporter from potential retaliation.
| Feature | Standard Case | Confidential Case |
|---|---|---|
| Employee Identity | Visible to relevant managers and department leads. | Known to HR, but protected from wider visibility. |
| Visibility | Open to standard HR administrators and the reporting chain. | Restricted strictly to specific, authorized HR personnel. |
| Traceability | High; used for routine operational follow-up. | High; HR can follow up directly while maintaining the "firewall." |
| Typical Use Cases | Payroll queries, benefits enrollment, or general policy questions. | Sensitive misconduct, harassment, or discrimination. |
| Technology Support | Standard visibility settings in HRIS tools. | Advanced permission sets within case management tools. |
| Legal/Compliance | Managed under general data processing rules. | Required to comply with strict internal access and privacy policies. |
- Enable Feature Access
Set the required access and system settings needed for confidential case reporting. - Report Confidential Issues
Learn how employees can securely submit confidential reports through the Employee Portal or Agentforce, with issues automatically flagged and routed to HR.
