Don’t be more cowardly than the children. If it seems appropriate to you,say:

I won’t play any more!


Lawyer of Trust (Ombudsman) to Prevent Corruption

Attorney Dr. Tobias Rudolph works as an external lawyer of confidence (ombudsman) for the prevention of corruption in companies. The specialist lawyer for criminal law and specialist lawyer for tax law, was one of the first lawyers in Germany to act as external lawyers of confidence for the prevention of corruption (so-called ombudsman).


Attorney of confidence

Dr. Rudolph has been appointed as a so-called ombudsman or compliance trusted lawyer by several regional and supra-regional companies. The companies represented by Dr. Rudolph actively fight corruption and any other form of white-collar crime.

Investigation of criminal offences within the company

The establishment of an external ombudsman to clarify facts relevant to criminal law serves to implement a transparent corporate policy and represents an active contribution to fair and honest competition.

The companies represented by lawyer Dr. Tobias Rudolph have an interest in clarifying and combating criminal offences in connection with economic activity. They will evaluate the information obtained by the ombudsman in an orderly process and take the necessary legal steps.

Modern compliance system

The appointment of an external lawyer of confidence to protect whistleblowers is a central component of a modern compliance system. In recent years, the system has proven itself and established itself in the German corporate culture as part of the fight against corruption. Anyone who suspects that a colleague, superior, business partner or competitor is working with unfair means, for example when awarding contracts, has the opportunity to turn to the independent lawyer of confidence.

Reducing inhibitions

There are often inhibitions for an employee to point out grievances. If he turns to internal departments, there is concern that he may be seen as a “traitor” or “spoilsport”. In many cases, a whistleblower is also unsure whether the information he or she has is really valid.

A modern corporate culture aims to avoid a climate of looking the other way and mistrust from the outset. The aim is to give employees the confidence that things that don’t work properly can be brought up without encouraging prejudices. Setting up an external lawyer of confidence is the right way to do this. An employee can turn to the lawyer. As an independent organ of the administration of justice, the lawyer checks the facts disclosed and, as a defence lawyer, is of course subject to the obligation of secrecy.

Protection of Whistleblowers in Criminal Law

A whistleblower can therefore be sure that the information will not fall into the wrong hands and will not be misused. Your own name can also be protected. In this way, not only the legal data protection requirements of the legislator are complied with. Rather, the lawyer can discuss the problems neutrally and confidentially with the whistleblower. If it turns out that the suspicion of a criminal offence can actually be based on concrete facts, the ombudsman can forward this information to the company and protect the whistleblower.

Through the system, the company declares that it will not tolerate unlawful conduct. Employees and business partners can rely on fair conditions.

A way out of unpleasant situations

Should I address them directly? What if I am wrong? How can I be sure that the information will not fall into the wrong hands? Do I have to testify in court as a witness when I go to the police? Will colleagues see me as an “informer” or “informer”?

Any employee or business partner of a company who has the feeling that something “is not going right” is often in a difficult situation.

The ombudsman is there to provide a way out of this situation.

Anyone who has information about possible crimes and breaches of rules in the company can turn to the ombudsman in confidence. This first step does not yet mean that the information will be passed on to third parties.

Attorney-client confidentiality

The ombudsman will only pass on the information to the company to the extent that the whistleblower has expressly authorised him to do so.

After the first confidential discussion with the ombudsman, a whistleblower may even decide not to disclose any information at all. He does not suffer any disadvantage as a result.

If the whistleblower decides to keep all or only individual information (e.g. name, position in the company, etc.) secret, the ombudsman may not provide any information about this information – not even as a witness in court.

The ombudsman, after consultation with the company, will inform the whistleblower in each individual case of the consequences drawn from the released information.