A safe workplace starts with accessibility
As an employer, you are responsible for a safe working environment. An external confidential counselor helps you live up to that responsibility.
What an external confidential counselor delivers for your organization
An external confidential counselor is more than a legal checkbox. It is a strategic investment in psychological safety, employee wellbeing, and organizational integrity. Most employers we work with discover within the first quarter that the value of independent counseling sits not in the cases that escalate, but in the dozens of conversations that quietly resolve before anyone files a complaint. Here is what you can expect when you bring our certified counselors on board, and why a small recurring investment tends to outperform a large one-off intervention.
Legal compliance
Meet your obligations under the Dutch Working Conditions Act (Arbowet) and the Whistleblower Protection Act (Wbk). For a growing number of organizations, an external confidential counselor is becoming mandatory rather than optional. Our certified counselors are registered with the LVV (Landelijke Vereniging van Vertrouwenspersonen) and accredited by Hobeon SKO, so you know your statutory duty of care is being met by professionals who have passed the new national exam introduced in January 2024.
Lower absenteeism
Employees who feel heard call in sick less often. Early signal recognition prevents conflicts from escalating into long-term absence, burn-out claims, or formal grievance procedures. The cost of a single drawn-out absenteeism case quickly outweighs an annual subscription, and the cultural cost of unresolved tension is even larger. Our counselors intervene early, before situations harden into entrenched positions.
Independence guaranteed
An external confidential counselor has no stake in internal hierarchies, departmental politics, or career considerations. That structural independence is exactly what makes the role credible to your employees, and exactly what makes the resulting reports actionable for you. Internal counselors, however well-intentioned, run into role conflicts the moment a complaint touches their own line of management. We do not.
Insight into your organization
Quarterly and annual reports give you a view of patterns, risks, and opportunities you would not otherwise see. Without ever revealing names, our reporting surfaces the structural themes behind individual cases, the departments where pressure is building, and the recurring behaviors that quietly erode trust. You receive concrete recommendations for policy, training, and leadership development, grounded in what is actually happening on the floor.
From intake to annual report
After a no-obligation introduction, we work with you to assemble a package that fits the size, sector, and risk profile of your organization. From there the work runs in four clear phases.
01
Intake
An initial assessment of your context, current policy, existing protocols, and the level of risk you are managing. We listen first, then advise.
02
Setup
We introduce the counselor to your people, configure the multilingual reporting platform, and advise on policy alignment with the Working Conditions Act.
03
Operations
Throughout the year, your employees receive confidential support on demand. Cases are handled in 80+ languages, with secure two-way messaging and full status visibility.
04
Reporting
Quarterly updates and an annual report give you anonymised insights and concrete recommendations for policy, leadership, and culture.
What confidential counseling does — and what it does not
An external confidential counselor is the early-warning layer of a healthy organization. The role exists to give employees a safe place to think out loud about a workplace concern — an unwanted interaction, a conflict that is escalating, a pattern they are not sure how to read — without committing to a formal complaint, an HR investigation, or a legal procedure. Most cases never need to escalate; they need to be heard, reframed, and routed to the right next conversation. That is the everyday work.
Confidential counseling is not a substitute for HR, for line management, or for a formal grievance procedure. It is also not a whistleblowing channel for serious misconduct with legal consequences — for that, the Whistleblower Protection Act sets out specific timelines and protections, and we will guide an employee into that channel when their situation warrants it. The clarity of those boundaries is precisely what makes the confidential conversation valuable: employees know what they can expect, and so do you.
For employers, the practical implication is that confidential counseling reduces the volume of issues that reach HR or legal at a late, expensive stage, and improves the quality of the cases that do escalate — because by then the employee has had time to think clearly, document carefully, and choose deliberately. Our counselors actively prepare employees for the conversations that follow, with their manager, with HR, or with an external complaints committee. That preparation is part of the service, not a separate engagement.
A counselor and a platform, in one subscription
We pair certified human counselors with a secure, multilingual reporting platform built for the realities of a modern workforce. Your employees can reach out in more than 80 languages, leave a voice message if writing is hard, or submit a fully anonymous report. Two-way messaging keeps the conversation going without ever exposing identity, and clear status indicators give the reporter confidence that something is actually being done with their case.
Behind the platform sits a team of counselors registered with the Landelijke Vereniging van Vertrouwenspersonen (LVV) and accredited by Hobeon SKO. Each counselor has passed the new mandatory exam introduced in January 2024, follows the LVV code of conduct, and engages in continuous professional development. We never disclose the content of a report or the identity of a reporter without their explicit prior consent — that boundary is non-negotiable, and it is exactly what makes employees willing to use the service in the first place.
Subscriptions start at €392.50 per month and scale with the size of your organization. We do not bill per case, per call, or per hour: a flat monthly fee removes any disincentive for an employee to reach out, and gives your finance team predictable line-item budgeting. Quarterly anonymised reporting is included in every tier, and so is policy advisory at the moments when you actually need it — an incident, a media event, an upcoming Arbo audit, a board change.
We do not publish lists of client logos. The most useful evidence of impact tends to come from the HR directors and board members who track the practical numbers themselves — absenteeism rates, settlement costs, time-to-resolution on internal grievances, employee satisfaction scores in pulse surveys.
“With 1for2 Social Innovation, we not only created a safer workplace, but also measurable results. We have seen an increase in employee satisfaction and workplace safety. Also, our costs for settlements and legal fees went down significantly. Their confidential counselors truly make a difference.”
— M. Bakker, HR Director
Years of experience
Reports handled
Languages on the platform
Reporting platform availability
More on confidential counseling: Overview · Whistleblowing · FAQ · For employees
Ready to discuss what an external confidential counselor can do for your organization?
A no-obligation call takes 30 minutes and gives you a clearer view of how to strengthen safety and compliance in your organization.