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Workplace Harassment

Free DOCX Download of Workplace Harassment Report Initial Response Checklist (For HR Personnel)
2026.07.15 09:16
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When a workplace harassment report is received, rather than immediately concluding whether the allegations constitute actual harassment, HR... Record the receipt and first identify the possibility of additional damage and the need for emergency protection. You must do it.

 

To ensure that details such as who reported what, the relationship between the accused and the worker claiming to be a victim, and whether separation or work adjustments are necessary before the investigation are not overlooked. Workplace Harassment Report Initial Response Checklist DOCX File I have prepared.

 

This material is a practical checklist for use during the report reception stage, which can be modified and utilized to suit the organization's employment rules and grievance handling procedures.

 

Free Download of Workplace Harassment Initial Response Checklist

In the attached file "Checklist for Initial Response to Workplace Harassment Reports (for HR Managers)" Download and use it.

▶ [Download Workplace Harassment Report Initial Response Checklist]

 

Contents included in this material

Data organization Things to verify and record
Basic information on report submission Date and time of receipt, receipt channel, case management number, person in charge of receipt
Official Information Reporter, worker claiming damages, respondent, witness
Record of reported details Major acts and remarks, time and place of occurrence, and whether it was repeated
Check related materials Messenger, email, recording, document, photo, witness statement
Emergency protection check Whether contact continues, concerns about retaliation, risks to physical and psychological safety
Pre-investigation checklist Investigator, Conflict of Interest, Scope of Investigation, Estimated Schedule
Prevention of secondary damage Scope of information sharing, spread of rumors, possibility of adverse treatment
Follow-up action records Person in charge, Action taken, Completion date, Next contact schedule
EAP guidance message Example of employee guidance distinguishing between investigation and counseling

 

This document is not an investigation report to determine whether workplace harassment has occurred. It is a form designed to comprehensively record the facts and actions that HR must verify at the time a report is first received.

 

Here is how to use the initial response checklist for a report.

1. Record the fact that a report has been received and basic information.

First, record the following information.

  • Date and time the report was received

  • Reporting channels and methods

  • Whether the complainant and the worker claiming to be a victim are the same

  • Affiliation, rank, and work relationship of the accused

  • Receptionist and Case Management Number

  • Protection or support requested by the reporter

Even when a report is received verbally, the person in charge must document the confirmed details and distinguish between the reporter's statement and the officer's judgment to prevent them from being mixed.

 

2. Organize the specific actions and factual circumstances.

Rather than recording broadly, such as “my boss continuously harassed me,” verify the following details specifically.

  • Whether there were any words or actions

  • When and where it occurred

  • Whether it is a one-time act or a repeated act

  • Who was around at the time

  • How it was related to work instructions or evaluations

  • Is there any material such as messenger messages, emails, or recordings?

We do not approach the reporting stage by determining whether workplace harassment has occurred or by doubting the complainant's statement.

The Labor Standards Act stipulates that when an employer receives a report or becomes aware of an occurrence, they must conduct an objective investigation to verify the facts without delay.

 

3. Check if emergency protection or separation is necessary.

The receipt of a report does not mean that the reporter and the accused must be immediately separated in every case. However, if the following situations are confirmed, it is necessary to prioritize the consideration of protective measures.

  • If the person reported is the reporter's direct manager or holds evaluation authority

  • Cases where repeated contact is likely due to continuous work in the same space

  • Cases where pressure, coercion, or retaliatory contact occurs after reporting

  • In cases where the caller complains of extreme anxiety or difficulty going to work

  • If there is a possibility of additional verbal abuse, threats, or physical danger

  • In cases where there is a possibility of deletion of related materials or obstruction of testimony

When reviewing protective measures such as changes in workplace, job adjustments, or paid leave, you must verify the opinions of the worker claiming harm and ensure that such measures do not act as a disadvantage.

 

Things to check before starting the investigation

After receiving the report, we will verify the following items and prepare the investigation procedure.

  1. Designate an investigator and a decision-maker.

  2. Verify that there is no conflict of interest between the investigator and the parties involved in the case.

  3. We will summarize the subjects of the investigation and the issues to be verified.

  4. Determine the order of interviews for the complainant, the accused, and the witnesses.

  5. Defines the storage method and access rights for related materials.

  6. We will provide guidance on the expected investigation schedule and methods for submitting additional materials.

  7. Schedule a meeting with the person in charge to provide updates on the progress.

  8. Check the method for recording and storing investigation results.

If the investigator is the direct superior of the accused or has a personal conflict of interest, the credibility of the investigation results may be compromised; therefore, it is advisable to consider an external expert or a separate investigator if necessary.

The Ministry of Employment and Labor is distributing a manual on the judgment, prevention, and response to workplace harassment that reflects legal amendments, court precedents, and administrative interpretations.

 

Please also check the items for preventing secondary damage.

Once a report is received, attention must be paid not only to the incident itself but also to secondary damage that may occur during the investigation process.

  • Whether the fact of the report was shared with employees unrelated to the investigation

  • Whether the whistleblower was pressured to withdraw the report or reach a settlement

  • Whether the accused did not contact the complainant or the witness directly

  • Whether there was any exclusion from work or negative evaluation following the report

  • Whether the witness's identity or the contents of their statement were unnecessarily disclosed

  • Whether rumors or speculative conversations have spread within the team

  • Whether the fact that the reporter used counseling or leave was not shared

Confidential information obtained during the investigation process must not be shared beyond the scope necessary for handling the case, and it must be ensured that the whistleblower and the worker claiming to be a victim do not face adverse treatment for filing a report.

 

Assessment and EAP counseling are conducted separately.

A workplace harassment investigation is a procedure to verify the facts of a report and determine the company's actions. On the other hand, EAP counseling is a system designed to support the psychological burden of the complainant, witnesses, managers, and colleagues.

If the two procedures are confused, members may misunderstand that the counseling content is being used as research material, so it is recommended to provide guidance by distinguishing them as follows.

Separate from the reporting and investigation procedures, you may utilize the EAP counseling provided by the company if necessary. You may choose to use the counseling.

“EAP counseling does not substitute for fact-finding or verification of statements, and counseling content and usage information are managed in accordance with the company’s confidentiality standards.”

You must not penalize someone for not utilizing EAP counseling, nor require them to submit counseling records to the investigator. The reasons why counseling support is needed after the investigation and the operating principles are Guidelines for Operating Counseling Support After Reporting Workplace Harassment You can check it at.

 

Precautions when using checklists

  • We do not determine whether workplace harassment has occurred at the report reception stage.

  • Record the complainant's statement and the person in charge's opinion separately.

  • I do not write unverified information as if it were fact.

  • We collect personal and sensitive information only to the minimum extent necessary.

  • Restricts the storage location and access rights for receipt records and evidence.

  • Ensure that protective measures do not work against the whistleblower.

  • We do not use EAP counseling as a substitute for investigation or legal judgment.

  • We will review the company's employment rules, grievance handling regulations, and disciplinary procedures together.

  • If specific legal or labor judgments are required, we obtain a review from relevant experts.

Download Workplace Harassment Initial Response Checklist Again

A system capable of managing basic report information, records of relevant parties, emergency protection, pre-investigation checks, prevention of secondary damage, and follow-up measures all at once DOCX Checklist for HR Managers no see.

 

▶ [Download Workplace Harassment Report Initial Response Checklist]

 

Related Posts

 

Frequently Asked Questions

Q1. Do I need to create a receipt record even if the details of the report are ambiguous?

Yes. Even if it is unclear whether it constitutes workplace harassment, if a report or tip is received, it is appropriate to first record the fact of receipt and the key details, and then verify the facts through objective investigation procedures.

Q2. When a report is received, must the person reported be notified immediately?

Preparation for the investigation must consider both the protection of the whistleblower and the possibility of preserving evidence. The accused should be informed of the purpose and procedures of the investigation, the matters to be verified, and the opportunity to make a statement, but unnecessary personal information of the whistleblower or statements from witnesses must not be excessively shared.

Q3. Is it mandatory to separate the reporter and the accused?

Uniform separation is not required in every incident. Appropriate protective measures should be reviewed by considering the frequency of contact, command and control relationships, the possibility of retaliation, safety risks, and the wishes of the worker claiming damages.

Q4. Should anonymous reports also be recorded and investigated?

You must verify specific details and related materials to the extent permitted for anonymous reports. However, since there may be limitations in verifying the facts if further contact with the reporter is difficult, it is advisable to record the verified facts separately from the scope of the investigation.

Next step

After receiving a report of workplace harassment Design of investigation procedures, psychological support for victims, managerial response, prevention of secondary victimization, and organizational recovery If you need to operate it together, review the support system suitable for your organization through a Nudge EAP implementation consultation.

👉 Go to Nudge EAP Implementation Consultation →

 

Source and Information

This content and the attached checklist are intended to provide general information and facilitate an initial response review. Specific legal, labor, medical, and psychological counseling matters may vary depending on the details of the case and company regulations, so a review by relevant experts may be necessary.
Comments5
  • Unknown User4
    조사 절차와 EAP 상담을 분리해 안내해야 한다는 점이 인상적이었습니다. 상담 내용이 조사 자료처럼 느껴지지 않도록 설명하는 것이 중요해 보입니다.
  • Unknown User3
    직장 내 괴롭힘 신고가 접수됐을 때, 긴급 분리나 업무 조정이 필요한지 판단하는 기준은 어떤 항목을 우선으로 봐야 할까요?
    넛지EAP(관리자)
    Author
    안녕하세요, 넛지EAP입니다.

직장 내 괴롭힘 신고가 접수됐을 때 긴급 분리나 업무 조정이 필요한지는 우선 피해를 주장하는 직원의 안전과 2차 피해 가능성을 기준으로 판단하는 것이 좋습니다.

실무적으로는 ① 신고자와 피신고자가 계속 함께 근무해야 하는 구조인지 ② 추가 접촉이나 보복 우려가 있는지 ③ 폭언·위협·신체적 접촉 등 긴급성이 있는지 ④ 신고자의 심리적 부담이나 업무 수행 어려움이 큰지 ⑤ 조사 과정에서 증거 훼손이나 진술 압박 가능성이 있는지를 먼저 확인해야 합니다.

긴급 분리나 업무 조정은 괴롭힘 여부를 미리 단정하는 조치가 아니라, 조사 기간 동안 추가 피해를 막기 위한 보호 조치로 이해하는 것이 적절합니다. 다만 조치 과정에서 신고자에게 불이익이 되지 않도록 근무장소 변경, 업무 조정, 휴가 사용 등은 당사자 의사와 필요성을 함께 확인해 진행하는 것이 좋습니다.
  • Unknown User2
    신고자의 진술과 HR 담당자의 판단을 구분해 기록해야 한다는 부분이 실무적으로 도움이 됐습니다. 초기 기록이 이후 조사 신뢰도에도 영향을 줄 것 같습니다.
  • Unknown User1
    신고 접수 단계에서 괴롭힘 여부를 바로 판단하기보다, 접수 사실과 긴급 보호 필요성을 먼저 확인해야 한다는 점이 중요하게 느껴졌습니다.