Whistleblower Policy

Table of Contents

Purpose

Muval Pty Ltd (“Muval”) is committed to conducting business ethically, transparently, and in compliance with all applicable laws.

This Whistleblower Policy provides a framework for reporting and responding to suspected misconduct, illegal activity, or breaches of Muval’s policies, without fear of retaliation.

1. Who This Policy Applies To

This policy applies to all current and former:

  • Employees, contractors, and consultants of Muval
  • Officers and directors
  • Suppliers and their employees
  • Associates or relatives of any of the above

2. What Can Be Reported

Whistleblowers are encouraged to report any reasonable suspicion of:

  • Fraud, bribery, or corruption
  • Breaches of the law (including Modern Slavery Act 2018 (Cth) and Corporations Act 2001 (Cth))
  • Unsafe, unethical, or dishonest behaviour
  • Misuse of company funds or resources
  • Any attempt to conceal or cover up misconduct

This policy does not cover personal workplace grievances unless they involve victimisation or reprisal related to whistleblowing.

3. Reporting Channels

Reports can be made confidentially through any of the following channels:

  • Email: [email protected]
  • Direct contact: Any member of the Executive Team
  • Anonymous written report: Addressed to “General Manager, Muval Pty Ltd, 47 Warner Street, Level 1, Fortitude Valley, QLD, 4006”

Reports can be made anonymously and will still be protected under this policy.

4. Protection of Whistleblowers

Muval prohibits retaliation or victimisation against anyone who makes a report in good faith. This includes dismissal, demotion, harassment, or discrimination.

Disciplinary action will be taken against any individual found to have engaged in retaliatory behaviour.

Whistleblowers are entitled to legal protections under the Corporations Act 2001 (Cth), including confidentiality and protection from civil, criminal, or administrative liability for making a protected disclosure.

5. Investigation Process

All reports will be treated seriously and handled promptly. The General Manager will assess each disclosure to determine if an investigation is required.

Where appropriate, investigations will be conducted impartially and confidentially, with findings reported to senior management or the Board, as appropriate.

Where possible, the whistleblower will be updated on the progress and outcome of the investigation.

6. Confidentiality

Muval will take all reasonable steps to protect the identity of a whistleblower.

Personal information will only be disclosed if required by law or with the whistleblower’s consent.

7. Training and Awareness

Muval will ensure that all employees and contractors are aware of this policy and understand how to report concerns.

Suppliers and partners will be made aware of the policy through contractual references and public availability on the Muval website.

8. Review

This policy will be reviewed annually to ensure continued compliance with Australian laws and best-practice governance standards.

Urgent concerns or suspected unlawful conduct may also be reported directly to external regulators such as the ATO, or the Fair Work Ombudsman.

Last edited: 16 December 2025