Anonymous workplace reporting
Anonymous incident reporting your team will actually use, with the structure leadership needs to respond.
Start 14-day free trialFree for 14 days. Cancel any time before your trial ends.
What anonymous means here
Reports are encrypted on the employee's device. Only the organisation's review team can read them, and they never see who wrote them.
The contents of your report
Category, description, date, severity and frequency.
Department and location
Only if you choose to add them. Both are optional.
A random reference ID
So status updates reach you without anyone knowing who you are.
Your name and contact details
We never ask for your name, email, phone number or employee ID.
Your device identity
An anonymous identifier tracks seats, never a person.
When and how often you open the app
Usage is never shown to your organisation.
The app reminds employees not to include their own identifying details while writing. Naming other people involved is fine when it's needed to describe what happened.
How it works
HR team
Every organisation gets one access code. Send it by email, intranet or a poster in the break room.
Employee
Employees enter the code in the iOS or Android app. No account, no name, no work email.
Employee
Three short steps: category, details, then context. A reference ID confirms it arrived.
HR team
Reports land in a secure portal. Move each one from Received to In Review to Closed.
For employees
Take your time. Describe only what feels manageable, and save to come back later.
This happened to me
I personally experienced this incident.
I witnessed this
It happened to someone else.
Guided three-step flow
Clear prompts for category, date, description, severity and frequency.
My Reports
Check the status of every report with its reference ID.
Privacy guidance built in
Reminders in the flow help keep identifying details out.
For HR and leadership
A secure web portal for your review team, with the context you need to act on patterns.
Reports inbox with filters
Filter by status, category, severity and report type.
Internal notes and CSV export
Notes stay visible to your review team only. Export when you need a record.
MFA on every sign-in
Authenticator-app codes are required for every reviewer account.
Multi-reviewer support
Invite trusted HR colleagues to review together.
| Reference | Submitted | Type | Category | Severity | Frequency | Status |
|---|---|---|---|---|---|---|
| 4N2P-8H7B | 12 Mar 2026 | Experienced | Harassment | High | Recurring pattern | In Review |
| 7QK3-2MRD | 10 Mar 2026 | Witnessed | Discrimination | Medium | Recurring pattern | Received |
| H8V2-5TLC | 28 Feb 2026 | Experienced | Exclusion | Low | One-off incident | Closed |
| P3XN-9WQA | 14 Jan 2026 | Experienced | Physical Intimidation | Severe | One-off incident | Closed |
Access codes
Rotate your organisation's code and anyone who hasn't re-entered the new one loses access. You never need to know who they are.
Start with four defaults, then add, rename or hide categories to reflect how your organisation works.
Pricing
Billing runs through Stripe. Your trial converts to the plan you choose unless you cancel before it ends.
Up to 20 employees
Free
21 – 100 employees
$299AUD / month
101 – 150 employees
$499AUD / month
151 – 500 employees
$949AUD / month
501 – 1,000 employees
$1,999AUD / month
Prices are in AUD excluding GST. Add seats anytime from your settings.
FAQ and guidance
For employees using the app, and for organisations deciding what to do with a report.
No. Confidely never asks for your name, email, phone number or employee ID. Your review team sees what you wrote, never who wrote it. Leave your own identifying details out of the description to keep it that way.
No. A submitted report stays exactly as you sent it, so your review team and the audit trail match. If you need to add something, submit a new report and mention your original reference ID.
It depends on your organisation's process. Check My Reports at any time with your reference ID. Each move from Received to In Review to Closed shows there with its date.
Yes, there is a monthly limit set by your organisation. This is a safeguard against misuse and not a restriction on legitimate reporting. If you reach this limit, you can submit again in the following month. Each incident should be its own report so it can be tracked and responded to separately.
Your HR team shares it, usually by email, on the intranet or on a poster at work. If you can't find it, ask HR for the current code. You don't need to say why.
Move it to In Review to show it's being looked at, then follow your usual investigation process. Use internal notes to record what you've done, and close the report once it's resolved. Every status change is time stamped.
No. Confidely gives people a safe way to raise concerns. It works alongside your existing grievance and disciplinary procedures rather than replacing them.
Success isn't necessarily fewer reports. A rise in reporting often means staff trust the system. Over time, look for issues raised earlier before they escalate, greater trust in leadership and lower turnover and conflict.
Like any reporting system, some reports may be inaccurate or made in bad faith. Confidely focuses on patterns over time rather than single allegations. Organisations should still make sure employees never feel discouraged from speaking up for fear of not being believed.
Approach every report professionally and without jumping to conclusions. Some may reflect misunderstandings or incomplete information; others may reveal issues you didn't know about. Assess each one objectively, and don't dismiss information just because it's uncomfortable.
If a report suggests unlawful conduct such as assault, threats, theft, discrimination, harassment or safety breaches, consider escalating it to your legal team or police. Confidely doesn't replace emergency services or any mandatory reporting obligations.
Start a 14-day free trial. Your organisation, plans and first access code are set up automatically.
Or email hello@confidelyapp.com
