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Respond to harassment carefully

We organise facts, evidence and internal or external channels so the response is careful. We work with catalogue pricing, written scope and digital tracking.

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Harassment

What is included

  • Chronology of facts and people involved
  • Review of evidence, messages and protocols
  • Proposed action proportionate to the risk

What is included and what is not promised

A colleague or manager humiliates you, isolates you or pressures you repeatedly. Someone harasses you by message or in the street. Or you are the employer and a complaint has landed on your desk that you do not know how to handle. In all these cases care is needed: haste and false steps hurt the person who takes them.

What it includes, if you are the person affected: an ordered chronology of the facts, review of the evidence you have and of what you can obtain without putting yourself at risk, the choice of the right channel (internal protocol, labour inspectorate, criminal complaint) and preparation of the filing with a lawyer from the network. If you are the employer: activation of the protocol, an investigation with safeguards for all parties and a proposal of measures. What it does not include: promising a sanction, compensation or dismissal of the complaint. That is decided by whoever investigates or judges.

Documents you will need

  • Messages, emails or screenshots with date and sender visible.
  • A log of incidents with date, place, what happened and who saw it.
  • Medical or sick leave reports if the situation has affected your health.
  • If you are the employer: the current protocol, the complaint received and the organisation chart of the area involved.

Indicative timing

If there is an immediate risk, we tell you how to go to the police or emergency services without waiting.

If you came from a problem landing, return to the problem explanation or read pricing to understand the fixed plus success-based model.

How it works

Estimated duration: 10 days.

  1. Chronology and evidence

    We put the facts in order with dates and witnesses, and review what evidence you have. We tell you what to keep and what not to do yet.

  2. We choose the channel and quote

    We assess whether to activate the company protocol, go to the labour inspectorate, file a complaint or combine routes. You receive the catalogue price: a fixed part plus a variable part where applicable.

  3. We prepare the filings

    We draft the grievance, the complaint or the response to the protocol with the lawyer. Nothing goes out until you have read and approved it.

  4. Support through the process

    We accompany you at interviews, hearings or summons and keep every communication in your file. You always know where you stand.

What to have at hand

  • Account of the events
  • Available evidence

Frequently asked questions

Is this for employers and workers?

Yes, the approach changes depending on who requests help and which duties apply.

Should I report immediately?

It depends on risk, evidence and channel; we review before recommending a route.

Can I record the person harassing me?

Recording a conversation you are part of is usually lawful; recording others when you are not present is not. Before you do it, tell us and we will say which evidence really helps.

What are my employer's obligations?

Employers must have an anti-harassment protocol and activate it when they receive a complaint. Failing to do so can have consequences for them.

Problem

Describe the situation, dates and whether there is evidence or witnesses.

Request a quote

Tell us what is happening, since when and what evidence you have. We tell you which route makes sense, what it would cost and how to protect yourself in the meantime.

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