Preventing workplace harassment
Prevention requires a clear system before a complaint arises: responsibilities, channels, stages and measures must be capable of being put into practice.
Internal protocols
The protocol defines the scope, responsible people, stages, safeguards and closure process in practical language.
Reporting channels
Channels must be known, accessible and capable of preserving the information received.
Internal investigation
The investigation organises facts, accounts and documents without reaching premature conclusions or confusing responsibilities.
Disciplinary measures
Any disciplinary response is kept separate from the investigation and decided on the basis of established facts.
What should you do when an employee reports harassment?
The company should initiate an organised response, protect confidentiality, preserve information and consider protective measures without prejudging the outcome.
Investigation of internal reports
The investigation needs a mandate, responsible personnel, a timetable, interviews, documentation and a conclusion explaining the work carried out.
Legal defence of the employer
Legal representation examines both the allegations and the quality of the company's response, including whether the internal procedure can be traced through its records.
Prevention of legal and reputational risks
A practical protocol reduces improvisation, protects those involved and helps support internal decisions with a clear case file.
Frequently asked questions
What should a workplace harassment protocol include?
It should define the reporting channel, responsible people, stages and deadlines, safeguards for the parties, protective measures, how the investigation is documented and how the procedure is closed.
How should an employer respond to an internal harassment report?
The company should record the report, preserve the information, assess any immediate risk and initiate an impartial investigation under the protocol. Conclusions should not be reached before the facts are checked.
How should confidentiality be protected during the investigation?
Access should be limited to those who need to be involved, applying data-minimisation principles and keeping the documents separately. Confidentiality does not prevent each party from receiving the information needed to exercise their rights.
Can the employer take interim measures while the investigation is under way?
The company can consider temporary, proportionate measures to protect people and preserve the investigation, without prejudging the outcome or causing retaliation. The specific measure depends on the risks and context of the case.