Yes. You only need suf­fi­ci­ent reason to belie­ve that the­re has been a vio­la­ti­on of the regu­la­ti­ons men­tio­ned in § 2 HinschG and that the repor­ted infor­ma­ti­on is true. The­re is an expli­cit pro­hi­bi­ti­on of repri­sals or nega­ti­ve con­se­quen­ces against the whist­le­b­lower. Repri­sals do not only include dis­mis­sals, but also the trans­fer of tasks, exclu­si­on, non-promotion or refu­sal of a fur­ther trai­ning mea­su­re can con­sti­tu­te repri­sals in indi­vi­du­al cases. Whist­le­b­lo­wers who deli­bera­te­ly make fal­se reports, on the other hand, have no pro­tec­tion against nega­ti­ve con­se­quen­ces and may be obli­ged to pay com­pen­sa­ti­on for any dama­ges inflicted.

In case of doubt, your employ­er is obli­ged to pro­ve that a nega­ti­ve con­se­quence is not based on the fact that you have given a hint via the whist­le­b­lo­wing portal.