According to the Ministry of Labour, Health, Solidarity and Families and the General Delegation for Employment and Vocational Training:
An alert is a report or disclosure of facts relating to the violation of existing legislation or a risk of harm to the public interest.
The alert shall be made known to the employer, to an administrative authority or to the public. It can intervene in a professional relationship (employee or former employee, shareholder...) or outside any professional context (citizen, public service user...).
A number of conditions laid down by law must be met to enable the reporter to benefit from the regime of protection of whistleblowers.
Also based on the definition of the FEB:
A whistleblower is a natural person. A legal person (e.g. company or association) cannot be alerted. However, it can benefit from the protections granted to facilitators (persons assisting the whistleblower in the reporting process).
A whistleblower shall report or disclose information in good faith and without direct financial compensation.
If the information you report has been obtained outside a professional setting, you must have had professional knowledge of it. If you simply relay information held by another person, you will not be recognized as a whistleblower.
You can be considered a whistleblower and have a protective status only if:
In an company, they may be an employee or former employee, but also persons who have applied for employment.
The information must have been obtained either during the performance of the contract or as part of the application for employment.