The employee
Employees get a private space to explain what happened and see their options.
- Explain what happened
- See their options
Help your people speak up, and know what happens next
Most employees who see a problem at work say nothing, unsure if it's serious enough or what happens once they put their name to it. Venn, Hoogly's AI guide, gives them a private conversation before anything is submitted, then hands your HR team a secure workflow to triage, investigate and resolve every case.
Watch the walkthrough
Build a speak-up process your employees can trust
Why most workplace concerns never get reported
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They're not sure the issue is "serious enough" to report
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They don't know which process to use, or what happens once they identify themselves
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A hotline can take down a report — it can't help someone make sense of what happened to them
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Under Australian WHS guidance, clear pathways and follow-through reduce barriers to speaking up
From first conversation to final outcome
Hoogly connects two experiences that are usually disconnected: the employee raising a concern, and the organisation responding to it.
The organisation
Once a concern is raised, authorised teams triage it, stay in contact with the employee, manage evidence, and record every action — all in one secure system.
- Triage
- Stay in contact
- Manage evidence
- Record every action
A speak-up process designed around trust and follow-through
Step 1: Support before submission
Help employees find the right way forward
Not every employee arrives ready to file a formal report. Venn helps them explain what happened in their own words, understand the difference between asking for advice and raising a case, and decide how they want to proceed.
They can continue the conversation privately, view internal or external support options, save a private record, submit anonymously or pseudonymously, identify themselves to a case manager, or request urgent assistance — and review everything before it's submitted.
Step 2: Centralised case management
Give authorised teams a clear view of every concern
Once a concern is submitted, Hoogly creates a structured case for the appropriate authorised team to review. Case managers see what needs attention first, prioritise urgent matters, and track every case by category, method, priority, assigned owner, status, response time, update deadlines and resolution progress.
Step 3: Structured, secure follow-through
Manage each case from report to resolution
Each concern gets its own secure workspace, where authorised users review the report, communicate with the employee, assess risk, collect evidence and document the organisation's response.
Communication, evidence, decisions and outcomes stay together in one controlled record — consistent enough for policy and audit, flexible enough for cases that don't fit a template.
Hoogly integrates with 25+ HR systems
It syncs with your HRIS automatically, and delivers updates straight into the tools your team already uses — on their own terms, not a new system to check.
Your HRIS
Syncs automatically
Login with Google and Microsoft SSO We reach your team via
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Microsoft Teams -
Google Chat
Security your IT department will love. Anonymity your employees can trust.
Hoogly is SOC 2 Type II certified, with continuous monitoring and independent audits keeping your data protected.
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Good questions.
What is Venn, and is it a chatbot deciding what happens to my report?
Venn is Hoogly's AI guide. It gives employees a private conversation to explain what happened before anything is submitted, and helps them understand their options and decide how to proceed. Your authorised HR team, not the AI, triages, investigates and resolves the actual case.
Can an employee stay anonymous the whole way through?
Employees can submit anonymously, pseudonymously, or by identifying themselves to a case manager, and they can review everything before it's submitted. The level of identification is their choice at each step. The difference between the first two is contact: an anonymous report can't be followed up because HR has no way to reach the employee, while a pseudonym lets the case manager reply without knowing who they are. In some cases, company policy or the law may require an employee to identify themselves before a matter can be progressed further. Speak Up isn't a whistleblowing tool, it's built for concerns like harassment or bullying, so identification requirements here can differ from the anonymity norms you'd see in a whistleblower hotline.
What can our HR team actually see once a concern is raised?
Once submitted, Hoogly creates a structured case with category, method, priority, assigned owner, status, response time, update deadlines and resolution progress, giving authorised teams a clear, trackable view instead of a bare email or form submission.
Can we spot recurring problems (like the same location or issue type) without exposing who reported what?
Yes. Hoogly shows trend visibility, recurring categories, locations or risks across cases, fully de-identified so individual reporters aren't exposed.
What happens if an employee requests urgent assistance?
Response times for urgent requests are set by your organisation and can differ from company to company. Speak Up is not an Employee Assistance Program and not an emergency service. If someone needs immediate help, they should contact emergency services or a crisis line directly rather than relying on a Speak Up submission for an urgent response.
Make speaking up feel safer from the first word
Give your employees a better way to raise concerns, and give your HR team a clear process for responding to them. Build a speak-up culture people actually trust.