Fair cases.
Consistent outcomes.
A reporting channel employees actually trust, and an investigation workflow that keeps outcomes consistent across every case, department, and investigator.
Employees don't trust anonymous hotlines run by outside vendors, so they stay silent instead of reporting.
HR handles cases across inboxes and spreadsheets, with no single record and no audit trail when it matters.
Two similar cases get two different outcomes, and that inconsistency is exactly what becomes the legal exposure.
From report to a closed case, on a consistent track
Employees file anonymously or confidentially, with no login required.
Severity and evidence completeness are scored separately and routed to the right handler.
Handlers interview, gather evidence, and document findings in one workspace.
The proposed action is checked against similar past cases before the case closes.
Built around consistency, not conclusions
Case ID and passcode, no email or phone. Only a salted hash is stored.
Severity and evidence completeness scored separately, never merged into one number.
Flags when a proposed action deviates from your own history for similar cases, in either direction.
Acknowledgment and feedback clocks computed per jurisdiction, tracked automatically.
Company Admin has zero case-content access by design. HR sees metadata. Handlers see only their assignments.
Optional proactive wellness surveys, aggregate-only to managers.
Every decision checked against your own record
Before a case closes, the engine compares the proposed action against similar closed cases in your organisation: same category, comparable severity and evidence.
If the proposal is unusually lenient or unusually severe, it’s flagged before it’s finalized, with the reasoning attached, not just the outcome.
Anonymity that survives an investigation
Reporters choose anonymous or confidential at intake. Anonymous means no identity is ever stored, not even as a hash HR could theoretically reverse.
A case ID and passcode let a reporter check status or add evidence later, without ever creating a login or an email trail back to them.
Deadlines you don’t have to remember
Acknowledgment and feedback clocks start the moment a report is filed, computed per jurisdiction and shown on every case.
Handlers see a countdown, not a calendar reminder they have to set themselves, and HR sees which cases are at risk before a deadline passes.
Every decision stays with your investigators.
AI in Rectifia structures intake, scores severity and evidence completeness separately, routes cases, organises evidence, and tracks deadlines.
Scoring and checklists are grounded in your own uploaded policy documents, so guidance is specific to your organisation, never a generic model of misconduct.
Priced by headcount, not by report
Billing is based on employee headcount. Rectifia never bills per report, since charging per report would create an incentive to suppress reports.
Never bundled into Core, never sold standalone.
Built for the frameworks you’re measured against
A compliant disclosure channel with protected-disclosure handling, plus Pulse Check for the proactive side of the positive duty.
A named handler on every case and enforced reporter confidentiality. The obligation applies to employers with 300+ employees, and a handler who discloses a reporter's identity faces a statutory penalty: exactly why identity sits behind the encrypted vault and split-key access.
7-day acknowledgment and 3-month feedback clocks computed automatically at case creation.
Reasonable-time tracking with a full timestamped audit trail on every case.
Configurable per-jurisdiction timelines and defensible documentation.
Rectifia is designed to support these obligations. It is not legal advice: confirm your requirements with counsel.
A small group of founding customers, ahead of general availability
Rectifia is pre-launch. We’re taking on a limited number of founding customers at preferential pricing, in exchange for feedback and a case study.
Apply to the founding programme
From the blog
Common questions
Yes. In anonymous mode, no identity is ever stored: not an email, phone number, or reversible hash. Reporters get a case ID and passcode to check status or add evidence later, with no login and no trail back to them.
Access is role-based. HR sees case metadata: status, category, deadlines. Handlers see only the cases assigned to them. Company Admin has zero access to case content by design, regardless of seniority.
Case data and the encrypted identity vault are stored in region-appropriate infrastructure with encryption at rest and in transit. Specific hosting details are covered in your contract and security documentation.
No. AI structures intake, scores severity and evidence completeness separately, and flags patterns like inconsistent outcomes. It never decides guilt, recommends discipline, or closes a case - that stays with your investigators.
Most teams are live within one to two weeks, covering policy upload, role configuration, and a short onboarding session with your HR and compliance leads.
You can export your full case history at any time. On offboarding, we work with you to export remaining data and then delete it from our systems on an agreed schedule.