Go to content

Employees and supervisors have access to specialists to rely on in conflict situations. The occupational safety and health coordinator, the employee representative and the HR staff help to address and deal with the situation if necessary.

Experts outside the workplace can also be used, especially the company’s own occupational health care. You can also seek advice from employee and employer organisations. Coaches or work instructors are particularly useful if you want to look at ways to improve the work in different areas. In addition, workplace mediators can be used to deal with conflicts, who can also be trained to be used internally at the workplace.

Role of the health and safety representative

The health and safety representative represents employees in matters relating to occupational safety and wellbeing at work. They are familiar with the working environment, the state of the working community and the occupational health and safety regulations. The duties of the health and safety officer also include paying attention to the safety and health of employees at work and helping and guiding them in, for example, raising concerns.

In the event of disruptions to the smooth running of work and the functioning of the working community, the task of the health and safety officer is in particular to

The health and safety representative is bound by a duty of confidentiality. If necessary, the health and safety representative should point out that, for example, the possibilities of investigating and resolving inappropriate treatment are substantially limited if the employer does not know who has been treated inappropriately and who is perceived to have acted inappropriately.

Support from occupational health care in conflict situations

Occupational health care can help to clarify a conflict or inappropriate treatment, for example, by interviewing or conducting a survey or a targeted workplace assessment.

A discussion with an occupational health psychologist can help to handle the situation. An occupational health psychologist can help the employee to describe what has happened and their own feelings, identify the factors that have influenced the situation and look at the events from different perspectives. The conversation can also help to identify own typical reactions and make them less stressful and to distance oneself from what has happened.

If necessary, an assessment of work ability can be carried out by occupational health care. The related practices are usually more specifically agreed on in the early support model of the workplace. The employee can request an assessment of their work ability for a justified reason. The employer also has the right to send the employee for an assessment of work ability if the employer has reasonable grounds to assume that the situation reduces the employee’s work ability. This may include problems with sleep or concentration resulting from experiences of inappropriate treatment, which are reflected in the work. Musculoskeletal disorders, especially in the neck, shoulders and back, can also be associated with experiences of inappropriate treatment or severe conflicts at work.

The employer, the occupational safety and health committee of the workplace and the occupational safety and health representative have the right to receive information from occupational health care that is relevant for the improvement of the health of employees and the healthiness of the workplace conditions. An example of such a factor is inappropriate treatment in the work community that is brought to the attention of occupational health care. Occupational health care is bound by a duty of confidentiality, so information may only be disclosed at a general level.

Contact us!