You want to set up a trusted person in business But are you hesitating between an in-house employee and an external provider? Both options exist, and the right choice depends on the size of your organization, its culture, and the level of confidentiality expected by your teams. Here are the elements to consider.
Reminder: what is the purpose of a trusted person?
The trusted person is the contact person to whom a colleague can turn, confidentially, when they experience conflict, harassment, or workplace suffering. They listens, informs about possible options, and, with the consent of the person, can refer them to mediation or formal procedures. In Switzerland, employers must protect the personality and health of their employees (Art. 328 CO, Art. 6 LTr): offering a trusted person is part of the expected measures. Our article Mandatory trusted person in Switzerland details the legal framework.
The internal trusted person
Advantages
- good knowledge of the company, its businesses and its codes;
- immediate availability, on-site;
- Costs are limited to training and time spent.
Limits
- perceived neutrality : a collaborator hesitates to confide in someone who crosses paths with their manager every day;
- risk of conflict of loyalty when the situation affects the hierarchy or HR;
- a heavy emotional charge for a colleague who did not make it his profession;
- in small structures, everyone knows everyone: anonymity is difficult to guarantee.
The external trusted person
Advantages
- real independence vis-à-vis of the management and the teams;
- professionals trained in listening, mediation and sensitive situations;
- easier to guarantee confidentiality, therefore fewer early reports;
- No internal training to organize, nor any replacement to be provided in the event of departure.
Limits
- an annual cost, usually in the form of a subscription;
- a period of appropriation of the company’s culture.
How to choose?
Ask yourself three questions:
- Size Below 50 employees, the external approach is almost always more suitable, because internal anonymity is illusory.
- Climate If tensions already exist with the hierarchy or HR, only an external person will be perceived as neutral.
- Resources Do you have someone trained, available and legitimate for this role in the long term?
Many companies combine the two: an internal relay for simple questions, and an external trusted person for sensitive situations.
To appoint an external trusted person
- inform all employees (intranet, signage, contract or internal regulations) with direct contact details;
- guaranteeing access without going through the hierarchy;
- provide an anonymous annual report for management (number of requests, topics);
- define in advance the possible outcomes: mediation, internal investigation, organizational measures.
We perform this role for companies from Geneva and the Swiss Romandy region. Discover our service trusted person in business.
Frequently asked questions
Can the person of trust be a member of HR?
It is possible, but not recommended: HR represents the employer and intervenes in decisions. Employees know this and are less open to confiding in them.
Who pays the external trusted person?
The employer. The service must remain free and accessible for employees.
To go further: check out our page trusted person in business, Our device External reference alert trigger and our advice on the burn-out at work.