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The Board of Directors and Executive team of RSL LifeCare Limited (RSLLC) recognise that any genuine commitment to detect and prevent illegal, corrupt and unethical conduct must include a mechanism whereby employees and others can report their concerns freely and without fear of reprisal, dismissal or discriminatory treatment.

The Whistleblower Reporting Policy provides a mechanism to report information alleging that any of RSLLC’s directors or employees have engaged in Serious Misconduct and/or breached RSLLC’s Codes of Conduct.

This Policy is one of a number of policies and codes that promote a culture of conducting our business with honesty, fairness, and integrity and promoting continuous improvement. The Policy has been developed to ensure that such allegations are investigated confidentially, promptly and fairly, and that the person making the report is afforded appropriate protection and support.

Providing appropriate support to residents is our top priority. Therefore, this policy does not relate to RSLLC’s employees compulsory reporting requirements covered by the Aged Care Act 1997. This includes any allegation of suspected abuse of a resident or reporting that a resident is missing. Employees must report such matters immediately to the senior manager on duty.

Stopline is an independent whistleblowing service contracted by RSLLC to provide the Ethics Hotline. Stopline have several methods of receiving a disclosure, although a telephone call is preferred so that sufficient information can be obtained to enable the conduct of an appropriate investigation. Stopline do not have incoming or outgoing caller ID.

Stopline is not to be used in place of compulsory reporting requirements under the Aged Care Act 1997 or other legislation where compulsory reporting requirements exist.

Reporting mechanisms

Internal Reporting

Whistleblowers should first look to report suspected Serious Misconduct and breaches of RSLLC’s Code of Conduct and Responsibility of Staff internally. Whistleblowers should first consider discussing the matter informally with their direct Line Manager or the responsible General Manager; Executive General Manager or the Executive General Manager, People. This allows review of the matter to determine whether an incident of Serious Misconduct has occurred. This is an opportune time to clarify the incident, ask questions and become familiar with the internal complaints and grievance policies. At all times, discussions will remain confidential.

This may not be appropriate, where the Whistleblower does not feel comfortable in doing so, where the Whistleblower genuinely fears reprisal or where the Whistleblower has previously done so and believes no action has been taken. In these circumstances the Whistleblower may contact the Ethics Hotline.

External Reporting - Contact STOPLINE at 1300 304 550

Telephone (toll free from within Australia) : 1300 304 550

Telephone operating hours 24-hour telephone response service


RSL LifeCare, c/- Stopline
Locked Bag 8, Hawthorn Vic 3122


RSL LifeCare, c/- Stopline
+61 3 9882 4480





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