All stakeholders are eligible to raise a concern. These stakeholders might include company personnel (active and separated), suppliers, subcontractors, and clients, among others.
Through multiple channels, including:
  • • Speak to your line manager (for Employees), or
  • • Send an email to (for employees and external stakeholders).
No, because not all the issues/concerns raised are qualified for whistleblowing. The issues/concerns, which are qualified to be raised through the whistleblowing channel are identified under Scope Section in Whistleblowing Policy. Alternatively, all general concerns/grievances should be raised using Estithmar Escalation channels to draw attention to ‘Unresolved Issues’, falling under HR, compliance and legal etc.
Anhy evidence should be specified, timely, and credible. Whistle-blowers are permitted to submit “appropriate” documents that are “reasonably necessary” to support the basis for whistleblowing. There should be some sort of supporting documents/evidence such as emails, pictures, videos, audios, WhatsApp, and SMS etc. However, the verbal evidence as well as hearsay or rumors, etc., can’t be substantiated, which may lead to dropping the complaint without further invstigation. The evidence/information may be submitted electronically via the following email address: Escalation channels to draw attention to ‘Unresolved Issues’, falling under HR, compliance and legal etc.
Yes, you can, by sending your complaint from a public domain email address or an email you may wish to create for reporting an incident of fraud or misconduct.
In most cases, whistle-blowers should report fraud or misconduct to the company as soon as possible. There are a few reasons for this:
  • • The whistle-blower must provide “authentic/genuine information” with supporting documents.
  • • The whistle-blower should consider the timeliness of information. As a practical matter, the company is more likely to act on timely information.
The Group Senior Risk and Internal Audit Manager shall evaluate all incoming complaints. Specific, credible, and timely complaints shall be investigated and analyzed if they are admissible. The whistle-blower may be contacted for further information if needed. A preliminary assessment is carried out to evaluate whether the concerns/complaints raised by the whistle-blower are admissible or not. If admissible, then a thorough investigation will be carried out by an investigation committee formed by Internal Audit, HR and Legal, who will recommend necessary action, (legal or disciplinary) considering those investigations (if required).
The whistle-blower should not expect to receive updates from the company regarding his/her submission. As a matter of policy, the company conducts its investigations on a confidential basis. The purpose of this is to:
  • • Protect the integrity of any investigation from premature disclosure; and
  • • Protect the privacy of the people involved in an investigation.
Accordingly, there may be very limited information that the company can share with the whistle-blower regarding what action (if any) the company has taken in response to the whistle-blowers.
The employee shall report his complaint through grievance process as per EH-SOP-GHR-4001 PPP The grievance process is in place to give all employees the opportunity to have their voice heard in case where a complaint/grievance arises related to the employment at PIH Group of Companies.
All emails shall be sent to, this email will only be accessed exclusively by the Audit Committee through the Secretary of the Board of Directors and the Company’s Group Senior Risk and Internal Audit Manager.