Choosing the informal route: the informal request for psychosocial intervention
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If the worker decides to use the informal route, they submit an informal request for psychosocial intervention to the confidential counsellor or the Prevention Advisor for psychosocial aspects.
This intervention involves looking for a solution informally, through interviews, interventions with another person in the company or attempts at reconciliation. The type of intervention chosen by the applicant is set out in a document "informal request for psychosocial intervention" available in French and Dutch, dated and signed by the participant and the applicant:
- French: Attestation d’entretien personnel avec la personne de confiance dans le cadre de l’information préalable (DOCX, 21.79 KB);
- Dutch: Bevestiging van het persoonlijk onderhoud met de vertrouwenspersoon in het kader van de voorafgaande informatie (DOCX, 19.47 KB).
During the informal phase:
- the confidential counsellor or the Prevention Advisor for psychosocial aspects can provide the people involved in the informal intervention with the information that is relevant for the effectiveness of this intervention.
- the parties do not have access to the notes taken by the Prevention Advisor or confidential counsellor during the intervention.
- the confidential counsellor or the Prevention Advisor for psychosocial aspects does not have to prepare a report for the employer or listen to witnesses or interview persons who are part of the applicant's service.
- The applicant is not protected against reprisals by the employer.
In some cases, the applicant may only find meaningful help through personal interviews with the confidential counsellor or the Prevention Advisor for psychosocial aspects.
They actively listen to the applicant's issue and advise them on the possible solutions.
The applicant can ask the confidential counsellor or the Prevention Advisor for psychosocial aspects to intervene with another person in the company (such as a line manager, the employer themselves, a member of the human resources service, etc.).
What is asked of this person can vary greatly and depend on the specific case.
It could involve asking the other person to take measures related to the organisation of the work (e.g. job description), the working conditions (e.g. distribution of workers in the offices) or having an interview with the person with whom the worker is in conflict.
If the participant has the necessary skills, at the request of the worker the informal intervention can also involve action within the service in which a collective issue exists, involving the line management of the service.
The confidential counsellor and the Prevention Advisor for psychosocial aspects can only intervene with another person from the company with the agreement of the applicant set down in writing in the document mentioned above.
The applicant can ask the confidential counsellor or the Prevention Advisor for psychosocial aspects to launch a reconciliation procedure with the other person directly involved.
The aim of the reconciliation procedure is to make both parties accountable by creating a space for communication and listening with a view to finding an agreement that respects the interests of both parties.
Reconciliation does not necessarily require a meeting between the two parties. The confidential counsellor or the Prevention Advisor for psychosocial aspects can also conduct reconciliation by means of separate individual interviews.
The employer will be informed of the issue if the applicant expressly requests this or if the employer's intervention is required for the execution of the agreement between the applicant and the other person directly involved in the issue. Otherwise, the reconciliation can take place without informing the employer.
This phase ends when there is a positive outcome.
It also ends if no result is achieved or if the applicant wants to end the informal phase before it is completed.
In these cases, they can decide to embark on the formal route by submitting a formal request for psychosocial intervention.
- Firstly, with the prevention advisor of the internal and/or external service for prevention and protection at work.
- Secondly, with the competent regional directorate for Supervision of Well-being at Work.
- Questions on the interpretation of the legislation: in writing to the Directorate-General for Humanisation of Labour.