Guidelines for Operating Counseling Support After Reporting Workplace Harassment

Workplace Harassment · Support Guide After Reporting

After reporting workplace harassment,
Please separate the investigation and counseling support operations.

Psychological support for members following a report must be provided separately from the investigation process. After a report is received, not only the victim but also witnesses, managers, and colleagues may experience psychological burden, and establishing an appropriate support system helps build organizational trust and prevent secondary harm.

Core principles

Investigation is a separate system for verifying facts, and counseling is for psychological support.

It is important to clearly distinguish and provide guidance on the purpose and operational standards to prevent misunderstandings that counseling usage and content are being used as research data.

📌 Key Summary

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detail

Key Keywords

Counseling support, EAP, and confidentiality after reporting

Main targets

HR managers, HR and labor relations managers, managers

Things to check

Separation of investigation and counseling, confidentiality, counseling guidance, follow-up care

💡 Why counseling support after reporting is important

Upon receipt of a report, HR may proceed with an investigation to verify the facts.

On the other hand, counseling is a separate system designed to support the psychological stability of members.

If investigations and counseling are confused, members may mistakenly believe that the counseling content will be conveyed to the company, which can lower both counseling utilization rates and organizational trust.

Therefore, it is important to provide guidance on investigation procedures and counseling support by clearly distinguishing their purpose and operational methods.

🧭 Operational standards for HR to check

STEP 01

Separating investigation and counseling operations

Investigation is a procedure to verify the facts, while counseling is a system for emotional support.

You must clearly inform members that counseling content is not used as research data.

STEP 02

Counseling is not limited to victims only.

After reporting, the following members may also experience psychological burden.

victim
witness
colleague
manager

Counseling, rather than singling out a specific person Support channels available to those who need them It is advisable to guide to this.

STEP 03

Consultation guidance respects your choice.

Counseling is a support system, not a mandatory one.

If needed, you can use the consultation support provided by the company.

It is best to avoid expressions that appear to be coercion or part of an investigation procedure.

STEP 04

We clearly explain the confidentiality standards.

You must fully explain the principle that whether counseling is used or the content of the counseling is not shared with the company on an individual basis.

It is common practice for organizations to provide only operational statistics in a form that cannot identify individuals.

✅ HR Practical Checklist

Does it provide separate guidance for investigation and counseling procedures?

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Do you inform members of the confidentiality standards for consultations?

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Are witnesses and managers, in addition to victims, included as eligible recipients of support?

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Have you prepared a consultation guide?

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Are follow-up inspections being conducted to prevent secondary damage?

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Is the status of counseling usage managed based on anonymous statistics?

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Do you operate a response guide for administrators?

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The more items checked, the higher the likelihood that the psychological support system is being operated more systematically after reporting.

⚠️ Commonly missed points

The following mistakes may undermine the use of counseling and organizational trust.

Cases where counseling and investigation are guided as if they were the same procedure
Cases where counseling is provided only to the victim
If confidentiality standards are not sufficiently explained
Cases where follow-up management is not performed after the case is closed
If a separate response guide is not provided to the administrator

It is important to maintain the view that counseling is not a system to supplement investigation procedures, but a separate framework that supports the psychological recovery of members.

💬 Situations requiring counseling support

In the following cases, it is helpful to operate a counseling support system together.

When a report of workplace harassment is received
Cases where psychological support is needed after reporting sexual harassment
When internal organizational conflict becomes prolonged
When the psychological burden on managers and colleagues is significant
Cases where tissue recovery and prevention of secondary damage are necessary

EAP can support organizational stabilization after reporting by operating not only individual counseling but also manager support, organizational recovery programs, and preventive education.

❓ Frequently Asked Questions

Q1. Is it okay to guide the caller directly to counseling?

It is possible. However, it is appropriate to guide them to optional support systems rather than making them mandatory.

Q2. Can the company verify the details of the consultation?

Generally, the content of individual consultations is kept confidential, and a method is utilized in which only operational statistics are provided to the organization in a form that cannot identify individuals.

Q3. Can witnesses and administrators also use the consultation service?

Yes. Members who experience psychological burden after reporting can be included in the support program.

Q4. May I provide information on both the investigation and the counseling?

It is important to clearly distinguish and explain that while it is possible, the purpose is different.

Q5. Is follow-up management necessary even after the case is closed?

It is necessary. It is helpful to monitor the organizational atmosphere and the possibility of secondary damage for a certain period.

Next step

Responding to a report does not end with the investigation.

Establish an operational system that protects the trust of its members by designing counseling support, manager response, confidentiality, and organizational recovery together.

Go to Nudge EAP Implementation Consultation →

📚 Source and Information

• Ministry of Employment and Labor, Workplace Harassment Judgment and Prevention/Response Manual
• Ministry of Employment and Labor, Workplace Harassment Prevention and Measures Training Materials
• National Law Information Center, Article 76-2 of the Labor Standards Act: Prohibition of Workplace Harassment
• National Law Information Center, Measures in Case of Workplace Harassment under Article 76-3 of the Labor Standards Act
• Korea Occupational Safety and Health Agency Occupational Safety and Health Research Institute, Research on Preventive Measures for Health Effects Caused by Workplace Harassment
• Korea Occupational Safety and Health Agency Occupational Safety and Health Research Institute Establishes Guidelines for Mental Health Prevention and Promotion
• World Health Organization (WHO), Guidelines on Mental Health at Work

This content is intended for general informational purposes. Specific legal, labor, medical, and psychological counseling matters may vary depending on the situation and may require review by relevant experts.

Workplace Harassment