Structural collaboration between proactive confidential advisor and works council (OR)
The proactive confidential advisor:
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Works closely with the OR on topics such as psychosocial workload (PSA), work pressure, undesirable behavior, and inclusion;
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Provides periodic anonymized trend reports;
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Contributes to culture assessments and risk inventories;
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Identifies issues that do not sufficiently surface through formal channels.
This creates a multifaceted view of what is happening on the work floor.
Right to information and right to advise of the OR (Articles 24 & 25)
The OR has the right to be informed about all matters concerning employees. As a proactive confidential advisor:
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You contribute to providing information to the OR about social safety;
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Advise the OR on trends and signals requiring policy attention;
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Encourage that decisions on policy or organizational changes are assessed for social and psychological safety.
Right to consultation (Article 23)
The proactive confidential advisor:
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Participates, upon invitation, in consultation meetings on topics such as PSA, workload, and inclusivity;
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Provides practical experiences to complement figures and policy;
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Proposes preventive dialogue or team interventions.
PSA policy and cultural change
The OR is jointly responsible for healthy work. The proactive confidential advisor supports this by:
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Analyzing trends and making them discussable;
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Suggesting targeted measures (e.g., coaching, training, workload surveys);
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Testing the support for PSA policies among employees.
Inclusive decision-making
The proactive confidential advisor:
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Identifies exclusion and inequality in decision-making processes;
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Advises the OR on inclusive communication and participation structures;
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Communicates stories from the organization anonymously but meaningfully into decision-making.
Research and accountability (Article 23a)
The OR may conduct research on social safety, workload, or culture. The proactive confidential advisor:
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Provides input for the research design;
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Ensures safe access to employee perspectives;
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Collaborates in follow-up based on findings.
Proactive confidential advisor as a regular policy partner
The proactive confidential advisor:
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Is part of the cycle of policy development, assessment, and evaluation;
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Provides HR and OR with input on topics emerging from employee conversations;
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Holds regular meetings to share insights that improve well-being, culture, and collaboration.
In conclusion
The role of the confidential advisor is too valuable to remain purely reactive. As a structural partner of the OR, HR, and management, the proactive confidential advisor contributes to supported policies, preventive action, and a culture where employees feel both heard and protected.