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Guidelines for Writing Notices for Sexual Harassment Prevention Education Reporting and Counseling Centers
2026.09.01 10:49
Sexual Harassment Prevention Training · HR Practices
Sexual harassment prevention education
Guidelines for Writing Notices for Reporting and Consultation Desks
It is not sufficient to mention reporting channels merely once during preventive education. You must provide guidance that clearly distinguishes the responsible channels, processing flows, protection principles, and the roles of counseling support so that members can refer to them in real-life situations.
A good notice is not only “where to say”
It even shows “what happens after registration.”
It even shows “what happens after registration.”
📌 Legal standards to check first
The current Equal Employment Opportunity Act stipulates that employers must conduct workplace sexual harassment prevention training annually and always post or make available the training materials in a place where employees can freely access them. Anyone may report an incident to the employer, and upon receiving a report or becoming aware of the facts, the employer must conduct an investigation to verify the facts without delay.
Confidential information obtained during the investigation process must not be disclosed against the will of the victimized workers, etc., and adverse treatment of the whistleblower and the victimized workers, etc. is prohibited. Therefore, it is important to include not only the submission method but also the scope of confidentiality, the prohibition of adverse treatment, and the basic flow of the investigation and protective measures in the notice.
🧭 8 items to include in the notice
| item | Information to be provided | Points to note when writing |
|---|---|---|
| Target users | Workers, whistleblowers, people claiming to have suffered damages, etc. | Don't use it narrowly as if it's only possible for regular employees. |
| reception channel | Department in charge, dedicated email/phone/online form, operating hours | Do not rely solely on the person in charge's personal contact information |
| Application scope | Distinguishing between reporting, grievance counseling, and procedural inquiries | Clearly indicate whether the consultation is automatically reported as an official report. |
| Procedure after submission | Receipt confirmation, safety verification, investigation, measures, and results notification | Do not promise or assume results in advance |
| protective measures | Review necessary protective measures such as change of workplace and paid leave | Avoiding measures against the will of affected workers, etc. |
| Confidentiality | Information sharing only to the extent necessary for business purposes | Promises that differ from reality, such as 'guaranteed complete anonymity' |
| Prohibition of adverse treatment | Prohibition of disadvantage resulting from reporting, making statements, or claiming damages | Information including evaluation, placement, and training opportunities |
| External support | EAP, Ministry of Employment and Labor Customer Service Center, etc. | External consultation does not substitute for the company's obligation to investigate and take action. |
✍️ Examples of notices you can use right away
Information on Workplace Sexual Harassment Reporting and Counseling Centers
If you need to report, seek grievance counseling, or receive guidance on procedures regarding workplace sexual harassment, you can use the channels below.
· Department in charge: [Department name]
· Email/Phone: [Dedicated Channel]
· Operating Hours: [Operating Hours]
The information received will be shared with the relevant personnel to the extent necessary for fact-checking and protective measures. Confidential information learned during the investigation will be protected in accordance with relevant laws and internal procedures, and no adverse treatment will be applied for reasons such as filing a report or claiming to be a victim. If you require immediate safety or desire psychological support, please inform the person in charge.
If you need to report, seek grievance counseling, or receive guidance on procedures regarding workplace sexual harassment, you can use the channels below.
· Department in charge: [Department name]
· Email/Phone: [Dedicated Channel]
· Operating Hours: [Operating Hours]
The information received will be shared with the relevant personnel to the extent necessary for fact-checking and protective measures. Confidential information learned during the investigation will be protected in accordance with relevant laws and internal procedures, and no adverse treatment will be applied for reasons such as filing a report or claiming to be a victim. If you require immediate safety or desire psychological support, please inform the person in charge.
※ Please modify the parts in brackets to align with the company's actual organizational structure and operational standards, and we recommend a labor and legal review before posting.
🔄 Please distinguish between the application channel and the consultation channel.
Company Reporting and Grievance Handling Channel
It is responsible for fact-checking, investigation, protective measures, and organizational follow-up.
It is responsible for fact-checking, investigation, protective measures, and organizational follow-up.
EAP · External Psychological Counseling Channels
We support emotional stability and recovery. We are not a channel to determine whether sexual harassment has occurred or to conduct a company investigation.
We support emotional stability and recovery. We are not a channel to determine whether sexual harassment has occurred or to conduct a company investigation.
✅ Pre-issuance Checklist
Is it an official channel that is maintained even if the person in charge changes?
☐ Did you explain the difference between reporting, consultation, and procedural inquiries?
☐ Is the basic flow of investigation and protective measures visible after intake?
☐ Was confidentiality and the prohibition of adverse treatment provided?
☐ Have you distinguished the roles of EAP counseling and the company reporting procedure?
☐ Does it match internal regulations, employment rules, and the actual contact information for the person in charge?
☐ Did you explain the difference between reporting, consultation, and procedural inquiries?
☐ Is the basic flow of investigation and protective measures visible after intake?
☐ Was confidentiality and the prohibition of adverse treatment provided?
☐ Have you distinguished the roles of EAP counseling and the company reporting procedure?
☐ Does it match internal regulations, employment rules, and the actual contact information for the person in charge?
Recommended articles to read together
Sexual Harassment Prevention Training Operation Checklist → Comprehensive Guide to Target Audience, Time, and Materials for Workplace Sexual Harassment Prevention Training → NEXT STEP
From reporting to the employee's psychological recovery
If a support system is needed
If a support system is needed
Review independent counseling channels and crisis support operations through Nudge EAP.
Inquire about corporate consultation →📚 Source
· National Law Information Center, Article 13 of the Equal Employment Opportunity Act
· National Law Information Center, Article 14 of the Equal Employment Opportunity Act
· Ministry of Employment and Labor, Guide to Prevention and Response to Workplace Sexual Harassment (January 2025)
· National Law Information Center, Article 14 of the Equal Employment Opportunity Act
· Ministry of Employment and Labor, Guide to Prevention and Response to Workplace Sexual Harassment (January 2025)
This content is intended to provide general practical information. Specific case handling and the application of internal regulations may vary depending on the facts, so a review by a labor and legal expert may be necessary. As of September 1, 2026.
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넛지EAP(관리자)- Unknown User2
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