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When a workplace matter involves an element of whistleblowing, it's crucial for HR practitioners to understand what their role is, and not stray from it, an employment lawyer says.

In these matters, "HR can wear different hats", Clayton Utz partner Amanda Lyras points out in a new HR Daily Premium webcast.

For example, "they could potentially be recipients of information, they could be involved in investigation processes, or they could be support people to whistleblowers".

If HR is involved in implementing support mechanisms – like ensuring there's an EAP available, or ensuring someone is checking in on the whistleblower – Lyras says it's critical to stick closely to that role...