The Civil Code in the Netherlands is clear about it: a safe working environment is not only an employee’s right, but also a legal duty of the employer (Article 7:611 of the Civil Code).
In the Netherlands, 13% of employees suffer from undesirable behavior from colleagues or a manager. The consequences are significant; for employees it leads to health damage and for companies to reputation damage, absenteeism and unrest, among other things.
Victims of unwanted behavior become less productive and report sick more often, on average 7 days more per year than average. In many cases, failure to properly manage a report of unwanted behavior can lead to long-term disability, payment of compensation or dismissal.
Sophie Drenth – Director De Externe Vertrouwenspersoon
A trusted partner
DEVP has national coverage and all the specialized knowledge, expertise and experience to help employers confidently provide a safe working environment in which inappropriate behavior can be shared without restraint or consequences. And to then handle the report professionally and competently.
Prevention is better than cure
Creating a safe work environment starts with the employer. Those who prefer not to be the employer who knocks on the door only when things go wrong would do well to realize that prevention is better than cure. Those who want to avoid problems therefore make sure they have a clear policy focused on safety, trust and decisiveness.
The advantage of independence
Practice shows that an internal confidant unintentionally finds himself in a difficult position if the independence of the position is hampered by loyalty to or dependence on the employer. Often the HR also holds the hat of the internal confidential advisor. Potential reporters of undesirable behavior could be hindered by this dual role from lodging their complaint.
Prevention and implementation
DEVP offers employers a wide range of services in the field of prevention and implementation. Naturally, there are the trained external confidential counsellors, but tailor-made rules of conduct and guidelines can also be drawn up with which an employer shows good employment practice. If necessary, we can conduct an investigation into the prevailing manners within your company and, in the event of complaints, DEVP can provide experienced experts for a complaints or investigation committee.