You want to set up a trusted person in business<\/b> 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.<\/p>\nReminder: what is the purpose of a trusted person?<\/b><\/h2>\n
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<\/a> details the legal framework.<\/p>\n Ask yourself three questions:<\/p>\n Many companies combine the two: an internal relay for simple questions, and an external trusted person for sensitive situations.<\/p>\n We perform this role for companies from Geneva and the Swiss Romandy region. Discover our service trusted person in business<\/a>.<\/p>\n 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.<\/p>\n The employer. The service must remain free and accessible for employees.<\/p>\n To go further:<\/strong> check out our page trusted person in business<\/a>, Our device External reference alert trigger<\/a> and our advice on the burn-out at work<\/a>.<\/p>","protected":false},"excerpt":{"rendered":" You want to appoint a trusted person in your company, but you are unsure 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 a trusted person? A trusted person is the contact person to whom a colleague can turn, in complete confidentiality, when they experience a conflict, harassment, or workplace distress. They listens, informs about the available options, and, with the consent of the person, can refer them to mediation or a formal process. In Switzerland, the employer must protect the personality and health of its employees (Art. 328 CO, Art. 6 LTr): offering a trusted person is part of the expected measures. Our article \u201cMandatory trusted person in Switzerland\u201d details the legal framework. The internal trusted person Good knowledge of the company, its businesses and its codes; immediate availability on-site; limited cost to training and time spent. Limitations: perceived neutrality: an employee hesitates to confide in someone who crosses their manager every day; risk of loyalty conflict when the situation affects the hierarchy or HR; heavy emotional burden for a colleague who has not made it their profession; in small structures, everyone knows each other: anonymity is difficult to guarantee. The external trusted person Advantages: real independence from management and teams; professionals trained in listening, mediation and sensitive situations; easier confidentiality to guarantee, therefore more early reports; no internal training to organize or replacement to be provided in case of departure. Limits an annual cost, usually in the form of a subscription; a time to internalise the company culture. How to choose? Ask yourself three questions: Size: Under 50 employees, an 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 over the long term? Many companies combine the two: an internal relay for simple questions, and an external trusted person for sensitive situations. Establishing an external trusted person informs all employees (intranet, signage, contract or internal regulations) with direct contact details; ensuring access without going through the hierarchy; providing an anonymous annual report for management (number of requests, topics); defining the possible follow-up in advance: mediation, internal investigation, organizational measures. We provide this service for companies in Geneva and the Swiss Romandy. Discover our service for a trusted person in the company. Frequently asked questions Can the trusted person be a member of HR? It is possible, but not recommended: HR represents the employer and intervenes in decisions. The employees know this and are less likely to confide in them. Who pays for the external trusted person? The employer. The service must remain free of charge and accessible to employees. To go further: check out our page on trusted individuals in companies, our external referral mechanism as an early warning system, and our advice on burnout at work.<\/p>","protected":false},"author":3,"featured_media":2979,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12],"tags":[],"class_list":["post-3585","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-actualites"],"_links":{"self":[{"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/posts\/3585","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/comments?post=3585"}],"version-history":[{"count":0,"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/posts\/3585\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/media\/2979"}],"wp:attachment":[{"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/media?parent=3585"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/categories?post=3585"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.negomediation.com\/en\/wp-json\/wp\/v2\/tags?post=3585"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}The internal trusted person<\/b><\/h2>\n
Advantages<\/h3>\n
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Limits<\/h3>\n
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The external trusted person<\/b><\/h2>\n
Advantages<\/h3>\n
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Limits<\/h3>\n
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How to choose?<\/b><\/h2>\n
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To appoint an external trusted person<\/b><\/h2>\n
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Frequently asked questions<\/b><\/h2>\n
Can the person of trust be a member of HR?<\/h3>\n
Who pays the external trusted person?<\/h3>\n