A multinational employer operating in Germany, France, and the United Kingdom can run secure whistleblowing software across all three regimes if the admin plane exposes five per-tenant switches: anonymous-acceptance, oral-record format, in-person-meeting SLA, headcount calculation rule, and per-artifact retention period. That five-switch model is the information-gain anchor of this post: each switch is driven by a specific section of HinSchG (Germany, in force 2 July 2023, with the late-2023 anonymous-reporting amendment), by the Sapin II decree of 3 October 2022 in France, or by the structure of PIDA 1998 in the UK. The trap most platforms fall into is treating PIDA as if it mandated a channel; PIDA only protects retaliation, it does not require the employer to operate one.