Employer’s Responsibility (Article 3)
The employer is legally obligated to ensure a safe and healthy workplace. This includes preventing psychosocial occupational stress such as work pressure, intimidation, and bullying.
The proactive confidential advisor contributes to this by:
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Supporting employees in openly discussing tensions and risks;
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Collecting and anonymously reporting signals of structural stress or dysfunctional behavior;
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Participating in meetings about psychosocial risk (PSA) policies or cultural change.
Prevention of Psychosocial Occupational Stress (PSA)
Work pressure, social insecurity, and prolonged stress are legally recognized risks.
The proactive confidential advisor:
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Organizes dialogue sessions about work pressure, boundary crossing, and mental strain;
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Advises managers on preventive interventions;
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Encourages reflection on psychological safety within teams;
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Reports signals from conversations to HR and the prevention officer.
Participation in the Risk Inventory & Evaluation (RI&E) (Article 5)
The Risk Inventory & Evaluation (RI&E) is the key tool for systematically identifying occupational risks.
The proactive confidential advisor:
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Actively participates in RI&E discussions, focusing on social safety and mental workload;
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Provides input based on practical experiences and conversations (anonymized);
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Promotes a culture in which employees feel safe to identify risks.
Reporting Duty and Follow-up (Article 9)
The Working Conditions Act requires follow-up on signals and reports regarding unsafe situations.
The proactive confidential advisor:
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Supports employees in expressing concerns about working conditions;
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Helps the organization to make reporting channels accessible and safe;
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Provides insight into patterns that lead to reports and advises on prevention.
Collaboration with Works Council, HR, and Management
The proactive confidential advisor acts as a strategic advisor to:
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HR — for advice on PSA measures, coaching, or policy;
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Works Council — for joint efforts on safe and healthy work;
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Executive Board or Management Team (MT) — for periodic feedback on trends and recommendations.
Training and Cultural Interventions
The proactive confidential advisor:
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Initiates short awareness workshops on work pressure and social safety;
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Contributes to leadership training with a focus on PSA;
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Promotes an open culture where wellbeing and work pressure can be openly discussed.
In conclusion
The Working Conditions Act is not an isolated framework: it is an invitation to sustainable employability and safety at every level of the organization. The proactive confidential advisor plays an active and connecting role in this — with attention to both the individual and the organizational culture.