AirAsia Group Berhad ("the Group") is committed to fostering a "just culture" where integrity and safety concerns can be raised without fear of administrative reprisal. This Policy is developed to enable genuine and legitimate concerns to be raised by Allstars and other relevant stakeholders regarding improper conduct within the Group. It establishes independent, secure mechanisms for reporting and investigating these concerns while strictly prohibiting any form of retaliation against individuals who report in good faith.
This Policy covers actual, suspected, or anticipated improper conduct or malpractice within the Group or within its ability to control. Whistleblowers may report concerns including, but not limited to:
Fraud and Corruption: Commission of fraud, bribery, corruption or other unethical conduct.
Policy and Legal Breaches: Non-compliance with Group policies and procedures, commission of unlawful acts or failure to meet professional standards.
Aviation Safety and Security: Violations of aviation safety standards or concealment of technical hazards and exposure of Group properties, facilities and Allstars to safety and security risks.
Digital and Cybersecurity: Compromise of aviation cybersecurity or digital flight-critical systems or other information technology systems that may affect the confidentiality, integrity of Group information and operations.
Sustainability Misrepresentation: Misrepresentation of Environmental, Social, and Governance (ESG) data or sustainability metrics.
Financial and Property Misuse: Unauthorised use of Group money, properties, and/or facilities.
Information Misuse: Disclosure of Group information without proper authorisation.
Workplace Misconduct: Acts that intimidate, harass, and/or victimise any member of the Allstars, abuse of position or involvement in conflicts of interest.
Concealment: Deliberate concealment of any of the above infractions.
Important Note:
Whistleblowers must not report false, malicious, defaming concerns or allegations lacking any basis or sufficient evidence.
Any individual who discloses in good faith under this Policy will be accorded the following administrative protections:
Confidentiality: All whistleblower information will be kept strictly confidential. The identity of the whistleblower will not be disclosed unless compelled by judicial or legal proceedings.
Protection Against Retaliation: The Group enforces a zero-tolerance policy against any form of retaliation, harassment, or administrative reprisal targeting individuals who report concerns or assist in an investigation.
The Group reserves the right to revoke whistleblower protections if the informant participated in the reported misconduct, wilfully made a false material statement, raised the disclosure solely to evade disciplinary action, or breached Group Standard Operating Procedures. Reports proven to be made in bad faith will subject Allstars to disciplinary action.
When reporting, whistleblowers are strongly encouraged to provide specific details, including the nature of the allegation, parties involved, timing, location, witnesses, and any available supporting evidence. Reports must be submitted through the following designated channels:
General Group Whistleblowing Channel:
Email: aagroup_whistleblower@airasia.com
Matters involving the Head of Internal Audit, Executive Leadership or Directors:
Email: aagroup_chairman_bac@airasia.com
Investigation and Case Handling: The Group treats all disclosures with the utmost seriousness. Case assignment, turnaround times, and protocols are structured as follows:
Acknowledgment & Cooperation: The primary handler will acknowledge reports within three (03) working days. Allstars must fully cooperate with investigations and provide requested records.
General Triage: The Regional Fraud Investigation Unit assesses general reports. Fraud/Anti-Bribery and Anti-Corruption cases are investigated by the Regional Fraud Investigation Unit and shared with the Heads of Internal Audit, Employee Relations, and the relevant Head of Department. Non-fraud matters are routed to the respective Head of Department, Employee Relations, or Customer Happiness for internal resolution.
High-Level Escalation: Allegations against the Head of Internal Audit, Executive Leadership, or Directors are reviewed by the Audit Committee or Board of Directors' Chairman, who will appoint an internal or external investigator for a preliminary review.
Board Action: Based on preliminary findings, the Board (excluding conflicted individuals) will authorize either case discontinuation, direct referral to external enforcement (e.g., Malaysian Anti-Corruption Commission, Royal Malaysia Police), or internal corrective actions.
Governance & Retention: The Head of Internal Audit will present a summary of whistleblowing activities to the Audit Committee quarterly and securely store all case documentation for a mandatory seven (07) years with access restricted to the Head of Internal Audit and Audit Committee members.
