Confidential email
Write to our confidential reporting mailbox, monitored only by senior leadership and the HR Head:
You may write anonymously. Emails are encrypted and access is restricted.
Speak freely. Act safely. Be heard.
Right to Speak
Our commitment to a workplace where every person can raise concerns freely, safely and without fear: about misconduct, unethical behaviour, or anything that doesn't sit right. On a site, in a workshop or in an office.
Our commitment. OmG Retail iQ, like every company of OmG One Group Network, is built on integrity. Ethical behaviour, honesty and accountability are the foundation of every store we deliver. Everyone who works with us, for us or alongside us has not just the right but the responsibility to speak up when something is wrong. Raising a concern is never a career risk, and every concern is taken seriously.
What this policy covers
Raise a concern if you witness, experience or have reasonable grounds to suspect any of the following within OmG Retail iQ, OmG One Group Network, or any party working on our behalf:
The policy covers all permanent employees, contractors, interns, freelancers and third-party vendors working with or on behalf of the group, including site teams, installers, fabricators and suppliers on our store projects.
How to raise a concern
Choose the channel that feels safest and most appropriate for your situation:
Anonymous written report
Drop a written, unsigned note addressed to the Group HR Director at any OmG office location. Physical drop-boxes are available at every office. You will not be identified.
External escalation
If internal channels feel unsafe, or your concern relates to senior leadership, you may report externally to India's National Human Rights Commission (NHRC) or the relevant State Labour Commissioner.
Our promises to you
What we guarantee
Full confidentiality
Your identity is protected to the fullest extent possible. We will not disclose who raised a concern unless legally required or with your explicit consent. Anonymous reports receive the same serious treatment as named ones.
Zero retaliation
Anyone who raises a concern in good faith, whether or not it is ultimately substantiated, is fully protected from retaliation. Any act of retaliation is itself a disciplinary offence and is treated as seriously as the original complaint.
Swift acknowledgement
All concerns raised through official channels are acknowledged within 48 hours (2 working days). You receive confirmation that your report has been received and assigned for investigation.
Fair & impartial investigation
Every concern is investigated by people with no conflict of interest. If it implicates senior leadership, an independent external investigator may be appointed. Findings are final and binding on the company.
The process
What happens after you report
01
Acknowledgement · within 48 hoursWe confirm receipt and give you a unique reference number (for non-anonymous reports). You are told who will handle the investigation and their title.
02
Preliminary assessment · within 7 working daysThe HR Director and a senior leader categorise the concern, identify any immediate protective actions and assign a lead investigator.
03
Full investigation · within 30 working daysInterviews with relevant parties, review of documentation and collection of evidence. All parties have the right to be heard. Complex cases may take longer; you will be updated if timelines extend.
04
Outcome & actionFindings are presented to the Group MD/CEO and HR Director. Where misconduct is confirmed, disciplinary action follows, up to and including termination, recovery of losses, or referral to law enforcement.
05
Appeal · within 15 working days of outcomeIf you believe the investigation was not fair, you may appeal to the Group's external legal counsel within 15 working days of the outcome. Appeals are handled independently and their conclusions are final.
Good faith & malicious reports
This policy is for genuine, good-faith concerns. You do not need to be certain wrongdoing has occurred; a reasonable belief is enough. We will never penalise someone for a concern that, after investigation, turns out to be unsubstantiated.
Deliberately submitting a false or malicious report to harm another person is itself a serious disciplinary offence and will be dealt with accordingly.
This policy and Indian law
The policy complements applicable Indian legal protections for whistleblowers, including:
- The Whistle Blowers Protection Act, 2014
- The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH)
- The Companies Act, 2013 (Section 177, Vigil Mechanism)
- The Information Technology Act, 2000 (for data-related disclosures)
Where applicable law gives greater protection than this policy, the law prevails.
POSH: Internal Complaints Committee
The group has a constituted Internal Complaints Committee (ICC), as required under the POSH Act, for all allegations of sexual harassment. The ICC operates independently of this Right to Speak framework. Contact details for the ICC Presiding Officer are available from the HR Director on request.
Policy ownership & review
The policy is owned by the Group HR Director and reviewed annually, or immediately after any material change in law or organisational structure. All employees acknowledge it during onboarding and at each annual review cycle.
Speak-up contact
speakup@OmGOne.in
Careers questions: career@OmGOne.in
OmG Retail iQ · OmG One Group Network · Bengaluru, Karnataka, India
Culture & inclusion →