When an employee or manager is accused of inappropriate behaviour, intimidation, or a breach of integrity, the accused also has the right to access an independent, professional, and people-oriented discussion partner. Early involvement of an accused counsellor can significantly de-escalate the situation and limit the consequences for all parties involved and the organisation.
An accusation is always profound, whether justified or not. It is often very stressful, impacting functioning and sometimes causing lasting damage to name and reputation. The accused, too, deserves an independent, professional, and people-oriented discussion partner. Someone who brings calm and clarity, without judgment and without taking sides.
Trustlr works accessible and proactive to social safety in your organisation. This way your employees know where to find us and we prevent unwanted behaviour.
We deliver customised services to tailor our service to your needs. We determine together which tools are best suited.
Our counsellors are LVV-certified confidential counsellors with a specific specialization in counseling the accused.
As an employer, you are obliged to provide a safe working environment for everyone, including the accused. Support for the Person Accused is a concrete implementation of that duty of care.
Most people think that support for the accused only begins upon an official complaint. That is incorrect. The support worker can be engaged as soon as a report is made to the external confidential counsellor. And it is precisely then, in the informal phase, that early intervention is most valuable.
Guidance for the accused goes beyond listening. It is an independent professional role with an active mandate: advising, coaching on behaviour and insight, and ensuring that the process proceeds carefully for all involved.
Our starting point is always accessible, people-oriented, and practical. This also applies to the support provided to the accused.
Take care of both sides of the report today.
With Support for the person accused At Trustlr, an independent, LVV-certified supervisor is always ready. Ensuring that both sides of the report receive professional support. Accessible, people-oriented, and immediately available.
A reliable choice for Dutch companies.
Frequently asked questions
You can find answers to general questions here. If you have specific questions, you can always make an appointment with our team.
Accused counselling is professional, independent support for an employee or manager accused of unwanted behaviour, intimidation, or a breach of integrity. An accused counsellor stands alongside the accused, clarifies the process, and helps in making conscious choices regarding behaviour and communication. This is a different role from that of the confidential counsellor, who assists the person making the report.
As early as possible. Already upon a report to the external confidential counsellor, so before a formal complaint is filed. Early intervention prevents escalation and legal action. Do not wait until the situation gets out of hand.
But you don't have to wait until an issue arises. More and more HR managers are choosing to proactively organize guidance for the accused as part of their social safety policy. This ensures that, as a good employer, you can support all employees the moment it is needed.
Trustlr charges an hourly rate of 159 euros. For organisations wishing to make the service available on a structural basis, there is an annual availability rate. Please contact us for a suitable proposal.
No. The confidential counsellor represents the interests of the person making the report and cannot combine that role with supporting the accused. This undermines the independence of both roles. A separate, independent advisor is therefore always necessary.
Formally not, but the employer does have a duty of care towards all employees, including the accused. This is laid down in Article 7:660 of the Dutch Civil Code and the Working Conditions Act. Consequently, an increasing number of organisations offer guidance to the accused as standard practice and part of their social safety policy.
nel. An initial conversation can take place in an accessible manner via the free open consultation hour on Wednesday mornings, always within the same week. In the event of a report or contact request, the support worker generally contacts the accused within 24 hours. At organisations with an availability rate, the support worker is ready immediately as soon as a situation arises.
Under the Working Conditions Act, the employer is obliged to provide a safe working environment for all employees. This also applies to the person being accused. The duty of care is not a one-way street. Engaging an accused person's advisor is a concrete implementation of that duty of care and contributes to a careful process.
Yes. Counseling for the accused is a standalone service and can also be purchased if the confidential counsellor is assigned to another provider. Would you like to know what the possibilities are for your organisation? Then schedule a no-obligation consultation.
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