Reporting a Concern

We foster a working climate in which everyone can speak up. We encourage open discussions on difficult topics and want diverse voices to be heard.  Everyone working with Skanska has the ability and the authority to question and challenge anything that doesn’t seem right. 

How to report a concern 

Everyone at Skanska is empowered to report instances of non-compliance with our Code of Conduct, including suspected illegal or unethical behavior. If you are an employee, you can use one of the reporting channels available via our intranet.

If you are a supplier, customer or other third party and believe there has been a breach of Skanska's Code of Conduct, there are several ways to report this. 

If you are on site, you could talk to the operations manager or another senior manager on the project. You may also contact the Human Resources department or a Skanska lawyer. 

Another option is to send a message to the HQ Ethics Committee (Contact).  In most cases, communication and follow-up will be handled through the local Ethics representative of the relevant business unit. You always have the option to speak to someone in person, by phone, or by email.

If you don't feel comfortable doing this when you believe there has been a serious breach of our Code of Conduct, you can contact Skanska's Hotline.  It is available globally and is operated by an independent provider. Your report will be completely anonymous unless you choose to reveal your identity.

In the EU, you can also report via channels set up by appointed authorities.

How to report to the Skanska Code of Conduct Hotline

Click here for full contact details and instructions. 

How we handle reports

However you choose to report, we will take you seriously and treat your information confidentially. You will receive an acknowledgement of your report within seven days and feedback on the outcome or progress of your case within three months. 

Each of our business units has an Ethics Committee and these are usually responsible for investigation of any allegations.  Where this would be inappropriate, investigations may be carried out by HQ Ethics, Internal Audit or occasionally external consultants.

Where breaches of our Code of Conduct are substantiated, we ensure there are appropriate consequences, including termination of employment.  Recommendations are often made for process improvements to prevent similar incidents; this frequently happens even where no breach was found, demonstrating that reporting is an important mechanism for positive change. 

For more information, see our FAQs.


We have a no-retaliation policy which aims to protect anyone who makes a report in good faith.

No-retaliation policy

We want everyone to feel comfortable raising concerns without worrying about a negative reaction. Skanska does not tolerate any form of retaliation against an employee for making a good faith report of suspected misconduct. “Good faith” means that, to the best of your knowledge and belief, everything you report is true and that you report everything you know.

Retaliation can take many forms: some examples of retaliation in the workplace are termination, demotion, poor performance review, change of job duties, transfer of position or location, or reduced salary.

Any employee who engages in retaliation will be subject to disciplinary action. If you know or suspect that you or someone else has experienced retaliation, you should report it as suspected misconduct.