Whistleblowers are always facing two dilemmas: a conflict between personal and organisational values, and a conflict between obligations owed to an organization and to parties beyond it. In some countries, Labour Law or Criminal Code may help employees to decide in these dilemmas: it makes it possible to refuse specific commands that result in breaking the law. Whistleblowing must involve an intentional disclosure of information to which the whistleblower has privileged access. In general, employees have such a privileged access. They know what is going on at work, and specific jobs entail specific information about what an organization is doing. The disclosed information must be about a perceived malpractice in the organisation, or under responsibility of the organisation, and the aim of the disclosure has to be rectification of that malpractice or wrongdoing. The most important way of ensuring the mentioned ability to disclose is the protection of people willing to blow the whistle. One of the possible reasons for not blowing the whistle is the fear of retaliations, mostly the fear of being fired, or be pushed to resign. Other barriers for whistleblowing are legal restrictions. Nearly every company has strict rules for employees concerning the duty of loyalty and confidentiality (business secret, trade secret).