Since 1 December 2023, the appointment of a confidential advisor has been
mandatory for organisations with 50 or more employees.
The confidential advisor offers support in the event of conflicts and psychosocial problems in the workplace. What makes someone the perfect person to fill this role?
“The decision on who to appoint as a confidential advisor should not be rushed. After all, they are a pivotal figure when it comes to preventing psychosocial risks in the workplace. Given that more than a third of all long-term sick people in our country struggle with a psychosocial disorder, this is an important task", said psychosocial prevention adviser Christopher Henrotte.
"If employees go to the confidential advisor in time, problems and conflicts get resolved more easily", Christopher points out. "Therefore, it is important to communicate regularly about the presence of that role in the organisation and make the contact details of the advisor well known".
"The advisor’s personality is an important criterion in their appointment. A hefty dose of empathy and a warm demeanour are indispensable. After all, those qualities help employees find the confidence to freely express their emotions. In addition, when conflicts arise, confidants should listen impartially to everyone's side of the story. Only then will they create a safe environment in which employees can step back and consider possible solutions”.
"Finally, confidential advisors should be emotionally strong enough to handle the possible issues. They come into contact with a whole range of different situations. The key then is to guard your own boundaries”.
We list the key criteria in the role description.
The appointment of a confidential advisor is made using a specific procedure. Accordingly, there should be consensus around the person who will take up the role. The workers' delegation in the Committee for Prevention and Protection at Work (CPBW) must provide its agreement to this.
If they fail to reach a decision, the Workplace Welfare Inspectorate will mediate and advise. If that also fails to provide a solution, the final decision lies with the employer. If they choose not to follow the inspectorate's advice, the employer will inform the CPBW of the reason.
In organisations with fewer than 50 full-time employees, the appointment of a confidential advisor remains optional. If someone within the organisation assumes the role, the same principles apply.
To help confidential advisors get off to the best possible start, basic training and annual refresher courses are required by law. With the new legislation, Codex provides for a transition period of up to two years. In the first instance, for example, it does not matter whether the appointed confidential advisor has already undergone the required training.
In the basic confidential advisor training, you will acquire the skills to recognise necessary mental health
struggles in colleagues in time and intervene appropriately. Let experts from the field guide you through
the legal framework, gain new insights through specific practical examples, and expand your network with
fellow professionals.
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