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Protection against retaliation form

Please fill out this form if you believe you have experienced or witnessed an act of retaliation as defined by UNESCO  HR Manual Chapter 18.3.


This form will be electronically submitted to the Ethics Office. If you prefer to first consult with the Ethics Office, you may do so by sending an email to or by phone (+33(0) 1 45 68 14 64). 


Definitions :



Any direct or indirect detrimental action that adversely affects the employment or working conditions of an individual, where such action has been threatened, recommended, or taken because that individual engaged in a protected activity as defined by the present policy. Such behavior violates the fundamental obligation of all employees to uphold the highest standards of efficiency, competence and integrity and to discharge their functions and regulate their conduct with the best interest of the Organization only in view. Retaliation constitutes misconduct.  


Protected Activity:

Protection against retaliation applies to any employee of UNESCO, who, in good faith:

a.            Reports to the relevant authority detailed under HR Manual Chapter 18.3, the failure by an employee, either deliberately, or by gross negligence or by recklessness, to comply with his/her obligations under the Constitution of UNESCO, Staff Regulations, Staff Rules, Administrative Manual, HR Manual and other relevant and binding administrative texts in force or to observe the Standards of Conduct for the International Civil Service;

b.            Cooperates with a duly authorized audit or investigation.

The present framework is without prejudice to the application of regulations, rules and administrative procedures, including those governing evaluation of performance, non-extension or termination of appointment. However, in applying such regulations, rules and administrative procedures to any employee, in case of a prima facie finding of retaliation and upon referral for investigation, UNESCO management must show by clear and convincing evidence that the same action would have been taken independently of the employee’s engagement in the protected activity referred to in the paragraph above.

In order to receive protection as provided for in this framework, the individual must act in good faith, which means that he/she must have a reasonable belief that the issues reported did in fact occur. The transmission or dissemination of unsubstantiated rumors is not a protected activity. Making a report or providing information that is intentionally false or misleading constitutes misconduct and may result in administrative, disciplinary or other appropriate action.