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Contents to be included when notifying workplace harassment investigation results
2026.08.13 09:42
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Workplace Harassment · Investigation Result Notification Guide

Contents to be included when notifying workplace harassment investigation results

When notifying the results of a workplace harassment investigation, the content to be included is not merely the investigation report delivered as is. HR and investigation personnel must provide the complainant, the victimized employee, and the accused with the investigation results, key findings, directions for follow-up actions, confidentiality standards, and additional procedures, respectively, to the extent necessary.

short answer

The notification of workplace harassment investigation results includes Conclusion of investigation, subject of investigation, judgment result, summary of judgment, direction of follow-up actions, protective measures or measures against the actor, confidentiality notice, additional inquiry channels It is recommended to include...
However, the entire investigation report, the original text of witness statements, detailed statements by the informant or witness, unnecessary personal information, health information, privacy information, and reputation information unrelated to the investigation must not be shared verbatim.
Notification of investigation results is a procedure that must consider the parties' right to know and procedural fairness, while simultaneously preventing secondary harm and the leakage of confidential information. Therefore, it is important to determine in advance “who to inform, what to disclose, and to what extent.”
The key point is Classification of Notification Recipients → Organization of Content to Include → Identification of Information to Exclude → Guidance on Follow-up Actions → Confidentiality Notice → Record Keeping → Post-Management It is to create a flow.

🕒 When will it be applied?

Standards for notifying the results of workplace harassment investigations are required in the following situations.
situation
Things HR needs to check
Workplace harassment investigation concluded
Classification of matters to be notified to the reporter, victimized workers, etc., and the accused
Harassment confirmed
Check the scope of guidance on protective measures for affected workers, etc. and measures against perpetrators.
Harassment facts not confirmed
Information on the reasons for the judgment and measures to prevent recurrence and restore relationships
The complainant and the victim are different.
Differentiating the scope of guidance required for each
Includes witness statements
Verification of witness identity and original statement protection standards
The respondent requests results
Review of the balance between the right to justification and the scope of personal information protection
Follow-up action is required from the department head.
Limited sharing of only the information necessary for work coordination
There is a disagreement regarding the investigation results.
Check for submission of additional materials, requests for re-review, and guidance on external procedures.
The organizational atmosphere needs to be restored
Guide to organizational management standards, not personal case details
EAP counseling referral is needed
Separate management of counseling content and investigation records
The notification of investigation results is not merely a procedure to inform that the investigation has been concluded. It is a process designed to ensure that the parties involved understand the results, that necessary follow-up measures are implemented, and that unnecessary rumors or secondary damages are prevented.

🧭 What HR & Investigation Managers Should Do

STEP 01

First, identify the recipients of the notification.

The investigation results are not materials conveyed equally to everyone. The scope of information required to be known by the complainant, affected employees, the accused, witnesses, department heads, and management may vary.
Notification recipients
Purpose of notification
Sharing scope
reporter
Notice of Report Processing Results
Whether the investigation is concluded, the outcome of the judgment, and the direction of follow-up actions
injured workers, etc.
Guide to Protective Measures and Follow-up Care
Victim protection measures, work adjustments, and prohibition of adverse treatment
The person reported
Information on judgment results and measures
Determination of recognition, measures against perpetrators, and criteria for preventing recurrence
witness
In principle, it is not subject to detailed result notification.
Thank you for your cooperation with the meeting if necessary, and a re-introduction of confidentiality.
Department Head
Work coordination and recurrence prevention management
Focus on necessary work coordination matters
Management
Risk management and follow-up approval
Judgment results and action directions with minimized personal identification
Labor and Legal Affairs
Procedure review and action consultation
Limited sharing of research data within the necessary scope
You must separate “information that needs to be known” from “information that does not need to be known” for each notification recipient. Particular care must be taken to ensure that witness statements and personal information are not widely shared.
STEP 02

Determine the items to be included in the investigation results notification.

Rather than including every detail of the case in the notification of investigation results, it is advisable to structure and include the key information that the parties need to understand.
Included items
Writing Direction
Document Title
Notification of Workplace Harassment Investigation Results
Notification recipients
Reporters, victimized workers, etc., respondents, etc.
Matters subject to investigation
Briefly state the scope of the matter investigated.
investigation period
Investigation start and end dates
investigation method
broad scope including interviews, document review, and witness verification
Judgment result
Harassment acknowledged, partially acknowledged, not acknowledged, judgment reserved, etc.
Summary of judgment
Summarize the basis for judgment, but minimize personal information.
Follow-up measures
Protective measures, measures against perpetrators, work coordination, prevention of recurrence
Confidentiality
Notice on Prohibiting Unnecessary Sharing of Survey Content and Results
Prohibition of adverse treatment
Notice on Prohibition of Unfavorable Treatment for Participation in Reporting or Investigation
Additional procedures
Inquiry, Submission of Additional Materials, and Request for Review Path
manager
Contact HR or Grievance Officer
The “Summary of Judgment” must be drafted with particular care. Rather than attaching the full text of specific statements, it is better to summarize the facts confirmed by the investigator and the reasons for the judgment.
STEP 03

The notification content is configured differently depending on the result.

Investigation results can be broadly categorized into acceptance, partial acceptance, non-acceptance, judgment pending, or requiring further verification. The information to be provided varies depending on the type of result.
Result Type
Contents to include in the notification
Harassment acknowledged
Acknowledged acts, summary of judgment, protective measures for affected workers, etc., measures against the perpetrator
Partial recognition
Distinction between recognized and unrecognized parts, follow-up measures
Unrecognized
Confirmed facts, reasons for judgment, and whether prevention of recurrence or relationship adjustment is necessary
Judgment withheld
Reasons for requiring further verification, future procedures
Suspension of investigation
Reason for suspension, possibility of resumption, and necessity of protective measures
Agreement and mediation in parallel
Scope of mediation, intentions of the parties, relationship with official investigation results
The fact that harassment was not recognized does not mean that no action is necessary. Even if the investigation does not determine that harassment occurred, internal organizational conflicts, work instruction methods, communication issues, or the need for relationship restoration may be identified. In such cases, guidance on measures to prevent recurrence or improve the work environment can be provided.
STEP 04

Guidance for affected workers, etc., focuses on protective measures and follow-up care.

For affected workers and others, not only the investigation results but also what protective measures and follow-up care will be provided in the future are important.
Included items
Guide Example
Investigation concluded
The investigation has concluded, and we are providing the results.
Judgment result
As a result of the investigation, it was determined that some of the actions constituted workplace harassment.
protective measures
We will review whether to change your work location.
Prohibition of adverse treatment
There must be no discriminatory treatment for reporting or participating in investigations.
Confidentiality
The details of the investigation are managed only to the necessary extent.
Additional support
You can utilize work adjustment, EAP counseling, and meetings with a grievance officer.
Post-mortem verification
We will verify whether there is any disadvantage or secondary damage for a certain period after the measures are taken.
When notifying affected workers, it is better to clearly state “what measures will be reviewed and implemented, when, and in what manner,” rather than simply stating “what will be done.”
STEP 05

The reported party is informed of the judgment results and action criteria.

The results of the investigation may also need to be provided to the accused. In such cases, the right to defense and procedural fairness must be considered, while ensuring that the personal information and original statements of the complainant, victimized workers, and witnesses are not unnecessarily exposed.
Included items
Guide Example
Investigation concluded
The investigation has concluded, and we are providing the results.
Judgment result
As a result of the investigation, some behaviors were determined to be workplace harassment.
Summary of judgment
"Repeated public criticism, inappropriate expressions, and conduct exceeding professional necessity have been confirmed."
Details of the measures
We plan to proceed with follow-up measures in accordance with employment regulations and internal procedures.
Prevention of recurrence
Education or professional caution is required to prevent similar behavior from recurring.
Confidentiality
Investigation details and information about the parties involved must not be shared unnecessarily.
Additional procedures
If you have any additional comments or materials, you may submit them within the designated deadline.
The method of informing the accused of “who said what” can increase the risk of secondary harm or retaliation. While the necessary opportunity to explain oneself must be guaranteed, the identity of the witness and the original text of the statement must be protected.
STEP 06

Check the information that should not be included in the notification.

It is not necessary to include all information related to the investigation in the investigation result notification. On the contrary, providing excessive information may lead to the leakage of confidential information, infringement of personal information, and secondary damage.
Information to exclude or restrict
reason
Witness's Name and Affiliation
Concerns over retaliation, pressure, and worsening relations
Original Witness Statement
Concerns regarding the possibility of identifying the declarant and contamination of the statement
Reporter's privacy information
Personal information unrelated to the purpose of the investigation
Health Information and Counseling Content
May be considered sensitive information
Family history/personal circumstances
Exclude if not necessary for investigation judgment
Party reputation
Evaluative information unrelated to the facts
Personal opinion of the investigation committee member
May be confused with official judgment
Internal Disciplinary Review Memo
Managed as separate HR procedure data
Whether or not to use EAP counseling
Need to separate counseling from confidentiality
Rumors and speculation
May obscure the judgment of the facts
The notification is a document intended for “explanation,” not for granting access to all investigation materials. It is advisable to establish separate criteria if access to materials or procedures for clarification are required.
STEP 07

Distinguish between oral and written notifications.

Sending investigation results solely in writing may lead to misunderstandings, while providing guidance only verbally may result in insufficient documentation. Depending on the case, utilizing both verbal explanations and written notifications may also be considered.
method
merit
Points to note
Written notification
The record is clear and the same wording can be maintained.
Caution: Contains excessive details
Oral explanation
Immediate response available to the party's questions
Need to record the explanation
Oral + Written
Secure both understanding and records
Be careful to ensure that the spoken words and the written content do not differ.
Email notification
Fast and leaves proof
Check recipient, attachment, and delivery risk
In-person notification
Suitable for explaining sensitive matters
Contrast between location exposure and emotional conflict
Video notification
Available for remote workers
Information on recording status and security is required
For important matters, it is advisable to separately record the date and time of notification, the recipient, the method of notification, and the gist of the notification.
STEP 08

We will verify whether there is any secondary damage or disadvantage after notification.

After the investigation results are notified, conflicts between the parties may escalate again, witnesses may be pressured, or affected workers may face unfavorable treatment. Therefore, standards for follow-up management after notification must also be established.
Post-management items
Confirmation details
Protection of injured workers, etc.
Exclusion from work, disadvantage in evaluation, or pressure on relationships
Measures against the accused
Whether measures were implemented, whether recurrence prevention training was conducted
Witness protection
Request for confirmation of statement details, whether persuasion or pressure was involved
Team atmosphere
Whether the spread of rumors, factionalism, or disruptions to work collaboration will occur
Administrator role
Whether there is unnecessary sharing or biased management
Additional report
Whether retaliation, secondary harm, or additional harassment occurred
EAP Guide
Guide to counseling channels for employees under significant psychological burden
Supplementing the record
Record of actions taken after notification and subsequent verification details
It is advisable to view the notification of results not as the end of the investigation process, but as the beginning of follow-up measures and prevention of recurrence.

📋 Management Sheet Example

The table below provides examples of internal management guidelines that can be used when notifying the results of a workplace harassment investigation. The actual items should be adjusted to align with the company's employment rules, grievance handling procedures, HR and labor standards, and personal information protection standards.
division
Management Items
Record example
Case Information
Case number, date of filing, investigator
2026-003 / 2026.08.13 / HR Manager
Notification recipients
Reporter, victimized worker, etc., reported
Victimized workers, etc., reported persons
Notification method
In-person, email, written, video
Provided in writing after in-person explanation
Notification date
Date of result notification
2026.08.20
Judgment result
Recognized, partially recognized, not recognized, etc.
Partial recognition
Summary of judgment
Summary of Facts and Reasoning for Judgment
Partial confirmation of repeated public criticism
Follow-up measures
Protective measures, measures against perpetrators, prevention of recurrence
Adjustment of work contacts, recurrence prevention training
Non-shared information
Witness identity, original statement, etc.
Not included in the notification
Confidentiality Guide
Notice regarding restrictions on sharing survey content
Information completed
Additional procedures
Objections, Additional Materials, and Inquiries
Notice on submitting additional comments within 7 days
Aftercare
Confirmation schedule after notification
Check for secondary damage after 2 weeks
Archives
Storage location and access rights
HR Restriction Folder

✅ Checklist

The checklist below is for internal verification purposes to check the information to be included and excluded when notifying the results of a workplace harassment investigation.
especially Classification of notification recipients, summary of judgment results, guidance on follow-up measures, confidentiality notice, minimization of personal information These are basic verification items. If even one of these items is not resolved, it is recommended to address it first rather than considering the result notification complete.
Among all items If 3 or more are insufficient It is recommended to review investigation procedures, protection of parties, record management, and follow-up standards, rather than simply modifying the wording of the notification.
The subjects of notification were distinguished, including the reporter, victimized workers, the accused, and the manager.
□
We divided the information to be shared and the information not to be shared according to the notification recipients.
□
The matters subject to investigation and the scope of the investigation were briefly summarized.
□
The major trends in the investigation period and investigation methods have been summarized.
□
The judgment result was clearly indicated as accepted, partially accepted, not accepted, or requiring further verification.
□
The gist of the judgment was summarized based on the facts, and the original text of the statement was not attached verbatim.
□
Guidelines were provided for protective measures for affected workers and follow-up management standards.
□
Guidelines for measures against the reported party and standards for preventing recurrence were provided to the extent necessary.
□
Witness identities, original statements, and unnecessary personal information were excluded from the notification.
□
Sensitive information such as counseling content, health information, and family history was not unnecessarily included.
□
Confidentiality guidelines were provided to prevent the unnecessary sharing of investigation and notification details.
□
Guidelines were provided on the prohibition of adverse treatment based on reporting or participation in investigations.
□
Follow-up procedures, such as submitting additional comments, inquiries, and requests for re-examination, were provided.
□
The date, time, method, recipient, and gist of the content of the notification were recorded separately.
□
We set a schedule to verify whether there was any secondary damage, retaliation, or disadvantage following the notification.
□

⚠️ Common mistakes

POINT 01

Delivering the investigation report as a notification letter as is

Since investigation reports may include witness statements, personal information, and internal review details, it is advisable to distinguish between notification documents and internal investigation reports.
POINT 02

Sending a notification with the same content to the complainant and the respondent

Since the information to be known and the information to be protected differ for each party, the scope of notification must be distinguished.
POINT 03

Writing only “harassment acknowledged” or “non-acknowledged” and omitting the gist of the judgment

Without a clear basis for the judgment, it is difficult for the parties to understand the result, and distrust in the procedure may increase.
POINT 04

Sharing the witness's name and the original statement exactly as is

This can be risky in terms of witness protection and confidentiality.
POINT 05

Failure to manage follow-up actions after notifying results

Even if investigation results are reported, it is difficult to regard it as a substantive resolution unless protective measures, action against the perpetrator, work coordination, prevention of recurrence, and follow-up verification follow.
POINT 06

Using EAP counseling guidance as a substitute for notification of investigation results

EAP can serve as a supplementary channel for psychological support, but it does not replace the notification of official investigation results or necessary protective and perpetrator measures.

💬 When EAP support is needed

Notifying the results of a workplace harassment investigation is not an area that an EAP can substitute. The evaluation of investigation results, determination of the scope of notification, protective measures, action against the perpetrator, prevention of recurrence, and follow-up management must be conducted in accordance with the company's official procedures and legal standards.
However, the complainant, affected worker, accused, witness, and team members may experience psychological distress before and after the notification of investigation results. In such cases, the EAP may be recommended as a supplementary channel.
division
role
Notification of investigation results
Information on judgment results, summary of judgment, and follow-up measures
HR & Grievance Handling Procedures
Protective measures, perpetrator measures, prevention of recurrence, record management
manager
Work reorganization, prevention of secondary damage, stabilization of team operations
EAP counseling
Support for anxiety, stress, relationship burden, and post-event psychological burden
Legal and Labor Review
Scope of notification, disciplinary procedures, review of personal information processing
Emergency Route
Response to suicide/self-harm suggestions, risk of violence, and immediate safety risks
If you experience significant anxiety, stress, or relationship burdens before or after receiving notification of workplace harassment investigation results, you may utilize the EAP counseling channel. EAP does not replace judgment on investigation results, protective measures, disciplinary or personnel actions, or legal or labor decisions; it is a supplementary channel designed to support the psychological burden of employees.
In cases of suggestions of suicide or self-harm, immediate safety risks, or risks of violence, do not respond solely with general EAP guidance; you must first check emergency routes such as 119, 112, or the suicide prevention hotline 109.

❓ Frequently Asked Questions

Q1. Is it mandatory to notify the results of a workplace harassment investigation in writing?

It is difficult to conclude that the same written format is prescribed by law for all matters. However, since the investigation results and follow-up actions may be subject to change, it is advisable to record the date, recipient, method, and gist of the notification. Depending on the case, oral explanations and written notifications may be used in parallel.

Q2. Do I have to show the entire investigation report to the complainant?

Caution should be exercised when providing the entire investigation report in its entirety. The report may contain witness statements, personal information, and internal review details. It may be appropriate to inform the whistleblower of the investigation results, key findings, and directions for follow-up actions to the extent necessary.

Q3. Is it permissible to disclose the witness statement to the accused?

While the core details of the facts may be provided to guarantee the right to clarification, sharing the identities of witnesses and the original text of their statements verbatim may increase the risk of secondary harm or retaliation. It is recommended to summarize and anonymize the information to the extent necessary.

Q4. Is notification of the result required even if harassment is not recognized?

It is advisable to inform the parties involved of the conclusion of the investigation and the results of the judgment. Even in cases of non-recognition, providing an explanation of the gist of the judgment, additional procedures, and whether relationship restoration or work environment improvement is necessary can help reduce unnecessary misunderstandings.

Q5. To what extent should the investigation results be shared with the department head?

It is advisable to share only the information necessary for work coordination and prevention of recurrence with the department head. Care must be taken not to unnecessarily share the entire report, witness statements, personal life, or counseling details.

Q6. What should be done if a party objects after being notified of the result?

In accordance with internal company procedures, we may inform you of the possibility of submitting additional opinions, supplementing materials, or requesting a review. However, specific procedures and response methods may vary depending on the employment rules, grievance handling procedures, and labor and legal reviews.

🎯 Three things to check first

The notification of workplace harassment investigation results is not a document announcing the conclusion of the investigation, but a procedure designed to ensure the understanding of the parties involved, facilitate follow-up measures, and prevent secondary harm. HR and investigation personnel must distinguish between what information to include and exclude for each notification subject, and continue protective measures and follow-up management after the results are notified.
Priority check items
Confirmation details
Scope of notification
Was only the necessary information provided to the complainant, the affected worker, and the accused, respectively?
Non-shared information
Have witness identities, original statements, consultation details, and unnecessary personal information been excluded?
Follow-up measures
Have the schedules for protective measures, perpetrator actions, prevention of recurrence, and follow-up verification been finalized?

Next step

Notification of investigation results is
This is the start of follow-up measures.
If you wish to standardize workplace harassment investigation result notifications, investigation reports, protective measures guidelines, and EAP counseling referral criteria at the organizational level, please review the operational methods that suit your organization.
Go to Nudge EAP Implementation Consultation →

📚 Source and Information

• 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
• National Law Information Center, Interpretation regarding the prohibition of disclosure of secrets under Article 76-3, Paragraph 7 of the Labor Standards Act
• Ministry of Employment and Labor, Workplace Harassment Judgment and Prevention/Response Manual
• National Law Information Center, Articles 15, 16, 17, and 18 of the Personal Information Protection Act
• National Law Information Center, Article 21 of the Personal Information Protection Act, Destruction of Personal Information
• Korea Labor Welfare Network, Introduction to the Employee Assistance Program (EAP)
This content is intended for general informational purposes. Specific matters regarding laws, labor issues, workplace harassment investigations, notification of results, personal information protection, disciplinary and personnel actions, mental health, and psychological counseling may vary depending on the workplace situation, the latest laws, and official guidelines; therefore, review by relevant experts or agencies may be required. In cases involving indications of suicide or self-harm, immediate safety risks, or risks of violence, do not respond solely with general EAP guidance; instead, prioritize checking emergency channels such as 119, 112, or the Suicide Prevention Hotline 109.
Comments5
  • Unknown User4
    결과 통보 이후 2차 피해나 보복 여부까지 확인해야 한다는 부분이 좋았습니다. 통보가 끝이 아니라 그때부터 팀 분위기나 업무 접점 관리가 더 중요해질 수 있을 것 같아요.
  • Unknown User3
    신고자와 피신고자에게 같은 통보서를 보내면 안 된다는 점이 공감됩니다. 각자 알아야 할 내용은 다르지만, 또 절차적으로 불공정해 보이지 않게 균형을 잡는 게 중요하겠네요.
  • Unknown User2
    괴롭힘이 미인정으로 나온 경우에도 판단 요지나 후속 안내를 어느 정도까지 해야 할지 궁금합니다. 그냥 “미인정”만 통보하면 당사자 입장에서는 납득하기 어려울 수도 있을 것 같아요.
    Profile Image
    넛지EAP(관리자)
    Author
    안녕하세요, 넛지EAP입니다.

직장 내 괴롭힘이 미인정으로 판단된 경우에도 단순히 “미인정”이라고만 통보하기보다는, 어떤 기준으로 판단했는지와 후속 절차를 간단히 안내하는 것이 좋습니다.

예를 들어 “조사 결과 확인된 사실관계를 기준으로, 직장 내 지위 또는 관계의 우위성, 업무상 적정범위 초과 여부, 신체적·정신적 고통 또는 근무환경 악화 여부를 검토했으나 직장 내 괴롭힘으로 인정하기는 어렵다고 판단했다”는 식으로 정리할 수 있습니다.

다만 조사 과정에서 확인된 다른 사람의 진술 원문, 참고인 정보, 세부 조사자료까지 모두 공유할 필요는 없습니다. 당사자에게는 판단 요지, 확인된 범위, 미인정 사유의 큰 방향, 이의제기 또는 추가 자료 제출 가능 여부, 향후 고충상담·업무조정 등 지원 창구를 안내하는 정도가 적절합니다.

또 미인정이라고 해서 아무 조치도 필요 없다는 의미는 아닐 수 있습니다. 괴롭힘 요건에는 해당하지 않더라도 의사소통 문제, 업무분장 갈등, 부적절한 언행, 조직 내 불편감이 확인되었다면 재발 방지 안내나 관리자 코칭, 업무 조정 등을 검토할 수 있습니다.

정리하면, 미인정 통보는 결론만 전달하기보다 판단 기준과 후속 안내를 함께 제공하는 것이 좋습니다. 다만 조사자료 전체를 공개하기보다는 당사자가 납득할 수 있는 범위에서 요약하고, 비밀유지와 2차 피해 방지 기준은 계속 유지하는 방식이 가장 무난합니다.
  • Unknown User1
    조사보고서와 결과 통보서를 구분해야 한다는 부분이 중요해 보입니다. 보고서를 그대로 전달하면 참고인 진술이나 개인정보가 너무 많이 노출될 수 있을 것 같아요.