I think there are certain measures that.... I'm speaking generically here, because every organization is different and is structured differently, so I can't speak to the Government of Canada.
In an ideal situation, one tries to avoid a situation where there might be retaliation. I don't know what measures are permitted under the human resource rules of the Canadian civil service, so I'm unable to provide specifics as to what the options would be. In other organizations, for example, it could mean changing reporting lines pending the outcome of a complaint or an issue, or permanently. It could be asking whether the individual who has made the complaint wishes to move to another area temporarily, but not to be forced. The same option might be given in some circumstances to the person who is accused of wrongdoing. The person accused of wrongdoing, depending on the strength of the prima facie evidence, might be put on administrative leave with or without pay—usually with pay, but not necessarily.
There are a number of measures that one can take to keep the staff member in a protected environment so that they don't feel threatened for having blown the whistle.