Inappropriate behaviour
Bullying, harassment, aggression and discrimination often go unspoken. Not because nothing is happening, but because people don't have a safe place to say it. With Well Aware you give every employee a low-barrier, anonymous reporting channel for unacceptable behaviour, connected to LVV-certified confidential advisors and direct specialist support. Legally required under the Working Conditions Act and at Well Aware actually used.
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The inappropriate behaviour reporting point is for everyone
Anyone can experience unacceptable or inappropriate behavior, whether internal or external, make sure your employees can report it safely.
Why the inappropriate behaviour reporting point through Well Aware?
Setting up a formal reporting point is one thing. Creating an environment where people actually dare to report is another story. That's where we make the difference.
Without a tick-box mentality.
Fully compliant with Working Conditions Act article 3 and Working Conditions Decree 2.15. Covers all five legally required PSA themes, demonstrably substantiated for the Netherlands Labour Authority, with an audit trail that strengthens your risk assessment.
dare to report.
Anonymous or confidential, the reporter chooses. Including for your shop-floor employees without a work email. With LVV-certified confidential advisors who have a statutory duty of confidentiality.
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Preventing patterns.
A report of unacceptable behaviour rarely stands alone. Often preceded by peaks in work pressure, declining social support or a recurring conflict in the same department. Well Aware connects reports with pulse data, so you see patterns before they become reports.
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What's weighing on you, wherever it comes from.
Inappropriate behaviour doesn't only come from inside. Sometimes it's an aggressive client, an unsafe moment on location or harassment by an external party. At Well Aware it doesn't matter where it comes from: you have one safe place to share it.
For concerns, signals or reports related to your work environment, whether about experiences, behaviour, culture or safety.
- Discrimination or unequal treatment
- Bullying, harassment and (sexual) boundary-crossing behaviour by colleagues
- Conflict with colleagues or manager
- Integrity issues or reports of misconduct
- Unsafe work environment
For incidents with third parties during your work: clients, visitors, suppliers, passers-by or other external parties.
- Aggression or threats by clients or visitors
- Unsafe situations on location (e.g. a loose dog during maintenance work)
- Verbal or physical harassment by suppliers or contract parties
- Unwanted contact via phone, email or social media
- Confronting or traumatic events during work
What a good inappropriate behaviour reporting point must be able to do.
Four criteria that every reporting point must tick. Use this list to fairly assess Well Aware and any other supplier.
The three steps
Step 1:
Report anonymously, on a familiar channel
Step 2:
Overview for HR and confidential advisors
Step 3:
Handled via secure two-way chat
Report safely, fully in line with the law
From anonymous report to closed case, in a secure environment that complies with the Working Conditions Act and the Whistleblower Protection Act. Safe for your employees, auditable for supervisors.
Anyone can make a report, with the assurance that their identity remains protected. Only authorised personnel have access to reports. Those who want to remain fully anonymous can do so, without compromising good follow-up.
Every report comes in through a secure environment where you assess, investigate, document and close it in a structured way. This ensures consistency, accountability and auditability, for yourself and for supervisors.
A good reporting point doesn't stop at the report. Via secure, anonymous follow-up messages, confidential advisors and investigators can ask clarifying questions, while the reporter's identity remains fully protected.
Fully in line with the Working Conditions Act (article 3 paragraph 2) and the Whistleblower Protection Act. Including mandatory confidential advisor connection, anonymity safeguards and data protection requirements. One less thing to worry about.
Combine for maximal result
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Good to know
Yes. The EU Whistleblower Directive and the Whistleblower Protection Act require organisations with 50+ employees to have a safe, internal reporting channel.
Yes. The reporter can remain fully anonymous; only authorised, independent personnel have access. Via secure follow-up messages, investigators can still ask questions without the identity being revealed.
Bullying, harassment, aggression, discrimination, integrity issues and other forms of unacceptable behaviour, at work and outside work if it affects your job.
Every report comes in through a secure environment and is assessed, investigated, documented and closed in a structured way.
Yes.
Only those with authorised, independent roles. Access is role-based and fully logged, separate from the day-to-day hierarchy.
The reporting point is typically ready within a few working days; we help with setup, communication to employees and connection with your existing processes.
One fixed price, without hidden costs per report or user. Contact us for a tailored quote.
Yes. Well Aware integrates with your HR and communication tools, so reporting is low-barrier on the channel where employees already are.
With clear, recurring communication and a low-barrier, recognisable entry point. We provide the tools to bring the reporting point to people's attention.
Time for action
Book a demo free of obligations and see for yourself how your team really feels.
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