Legal Manager Offers External Confidential Advisor and Psychosocial Workload Policy Support Through Trusted Workplace

Work pressure, bullying, and harassment: as an employer, you are required to have policies in place to address these forms of psychosocial workload. In practice, however, many organizations struggle to take effective action because they lack the time, knowledge, or a concrete approach. Certified confidential advisor Birgit ’t Hart therefore offers her expertise as an additional service through Legal Manager.

“Many employers do not have a clear understanding of what is happening within their organization or what is needed,” says ’t Hart, founder of Trusted Workplace. “Sometimes employees do not feel safe enough to report inappropriate behavior, or people choose to look the other way. That is precisely where improvements can be made. You cannot improve what you do not know about.”

“Appointing a confidential advisor is important, but it is not enough,” ’t Hart continues. “Trusted Workplace was founded on the belief that workplace safety requires a comprehensive approach. Measures should not only be well intentioned, but also practical and supported throughout the organization.”

Developing a Policy

An important first step is developing a clear policy on inappropriate workplace behavior. What does the organization consider acceptable and unacceptable conduct? Which standards and values apply? Clearly defining these principles creates openness and clarity. Such a policy also provides a foundation for discussing behavior in the workplace.

“When employees are involved in developing the policy, they not only understand it better but are also more likely to support it. Once there is broad support, it becomes easier for employees to hold one another accountable for their behavior. Trusted Workplace therefore believes in a proactive approach. Policy, education, and training go hand in hand.”

To quickly provide organizations with insight into their current situation, ’t Hart conducts what she calls quick scans.

“I previously developed this methodology while working as a contractor for Legal Manager’s clients. In a short period of time, we identify risks, gaps, and areas for improvement. The approach has proven highly effective when establishing or updating policies on psychosocial workload. After the scan, the organization receives a clear action plan that allows it to make targeted improvements.”

Serious Consequences

As a confidential advisor, ’t Hart understands how serious the consequences of inappropriate workplace behavior can be for employees’ well-being.

“It can lead to work-related stress, burnout, long-term absenteeism, or even resignation. That does not only harm the person affected. Long-term absences and employee departures also place additional pressure on the remaining team and can cost the organization a great deal of money. As an employer, you can—and must—work to prevent that.”

An effective psychosocial workload policy is not only important for reducing absenteeism and costs, but also from the perspective of responsible employment practices and organizational integrity.

“It reduces absenteeism, increases productivity, and strengthens collaboration. Employees feel safer, are more motivated, and are often more loyal. A strong psychosocial workload policy therefore benefits the organization in many ways.”

’T Hart explains that a confidential advisor is not there to solve the problem.

“The role is to provide guidance. I am naturally action-oriented, but listening is the most important part of this work. A constructive conversation is often already a major step forward. When the person making the report is considering further action, I help them think through their options. However, I never take over. The person making the report always remains in control.”

“Employees can contact us easily and, if preferred, anonymously through a secure online platform that can be accessed using a QR code.”

Tailored to the Organization’s Needs

Through Trusted Workplace, ’t Hart offers several service packages tailored to the organization’s needs. These may include 24/7 access to a confidential advisor, guidance during reports or complaints for both the reporting employee and the accused party, the development of codes of conduct, policy implementation, and support with occupational health and safety obligations.

This also includes assistance with the Dutch Risk Inventory and Evaluation, known as the RI&E, and the corresponding action plan.

’T Hart’s legal expertise is also valuable in this work.

“For example, it helps when developing policies or determining whether a situation involves an employment dispute or inappropriate behavior. What truly motivates me now, however, is the personal interaction and the difference you can make within an organization.”

“As soon as policies become open for discussion and people begin to speak up, you see progress. Employees become more aware of vulnerabilities and start reflecting on their own behavior. We may also conduct an in-depth assessment of work pressure as part of the RI&E, which produces concrete insights and solutions.”

“That is when you see momentum begin to build. It is rewarding to experience that process up close.”