An easier first conversation
A contact outside the line of management can help people discuss concerns when they hesitate to use internal channels. They can seek support before knowing what action to take.
Workplace person of trust
A space to speak.
Clarity to choose.
An external contact for employees of client organisations facing workplace difficulties, conflict or threats to their personal integrity.
Based in Vevey, PORTA confiance works on the Vaud Riviera, in Lausanne and Geneva. Meetings can take place at your premises or in a coworking space agreed together; online meetings may also be considered depending on the assignment.
Understanding the service
What is a workplace person of trust?
A workplace person of trust is someone employees can turn to about a professional difficulty. In this role, I listen, help you understand your situation and provide information about available options. I do not determine the facts or decide for you.
Why provide this space?
Speaking to a manager or HR can be difficult, particularly when they are involved in the situation. An external contact helps people put a difficulty into words and reflect before taking action. For the organisation, it complements prevention and support resources.
Tension with a manager, excessive workload, a sense of unfairness or uncomfortable behaviour: you can get in touch even before you know how to describe the situation.
The process in practice
From first conversation to next steps
The scheme is agreed with the organisation. The conversation then starts with the individual’s needs and pace.
- 01
Explain the framework
We check access to the scheme and explain my role, confidentiality, its limits and meeting arrangements.
- 02
Listen to your situation
You share your concerns. We distinguish events, your experience, your needs and the issues requiring clarification.
- 03
Explore your options
We consider your support, boundaries and possible steps: preparing a conversation, using a resource, reporting a concern or another route.
- 04
Choose what comes next
You decide what to do. A further conversation or referral can be agreed; any approach to the employer follows the framework explained at the outset.
What the process provides
Greater understanding, clearer options and guidance for deciding. The organisation does not automatically receive the content of your conversations.
Access and confidentiality arrangements
Access is governed by your organisation’s scheme. We clarify coverage arrangements at the initial conversation. Outside this framework, you can request an individual consultation.
No approach to your employer without your agreement, subject to the scheme’s limits explained at the outset. Any reporting back to the organisation is defined in the mandate and within the confidentiality framework.
Individual consultations →Why choose an external workplace person of trust?
When a difficulty involves management or working relationships, speaking internally can feel sensitive. An external person of trust offers a space separate from everyday organisational life: a professional employees can contact without first going through a manager or HR.
Dedicated expertise
You draw on a professional trained for this role, attentive to sensitive situations and power dynamics. The role, confidentiality and their limits are explained so people know what to expect.
A scheme suited to your organisation
Your organisation gains access to specialist support without creating a dedicated internal role. Scope, access and communication are adapted to your size and resources, alongside existing systems.
Perspective to choose the next step
Individuals can clarify their needs, boundaries and options. Reflection can help prepare a conversation, use a resource or pursue an appropriate process, without imposing a solution.
PORTA confiance combines attentive support, a legal background and experience of reporting mechanisms and power dynamics. The organisation funds a listening scheme whose framework protects confidentiality; any reporting back is agreed in the mandate. Individual decisions and employer responsibilities remain clearly distinct.
Workplace protection: an employer’s obligation
In Switzerland, employers must protect employees’ personality rights, health and personal integrity. Relevant provisions include Art. 328 CO, Art. 6 LTr and Art. 2 OLT 3, within their respective scope of application. This calls for appropriate preventive measures and a means to seek advice and support.
The Federal Supreme Court confirmed that a person of trust outside the line of management may be required of a company, including a small one (judgment 2C_462/2011 of 9 May 2012). The contact may be internal or external; arrangements must suit the organisation.
An external person of trust offers a contact point separate from management. The scheme needs to be known to employees, accessible and governed by clear confidentiality arrangements.
Selected Swiss legal references
Workplace protection is supported by the following provisions, within their respective scope of application:
- Art. 328 CO: protection of employees’ personality rights.
- Art. 6 LTr: protection of health at work.
- Art. 2 OLT 3: protection of physical and psychological health.
SECO also provides practical guidance on prevention and workplace health protection. Explore SECO resources →
A person-of-trust scheme contributes to prevention and guidance; the employer’s responsibilities and other necessary measures must still be considered in context.
A role defined from the outset
If I have supported someone as a person of trust, I do not then act as mediator, investigator or adviser to the employer in the same matter. Where another intervention is needed, I help identify an appropriate referral. This separation helps protect trust and the impartiality of the process.
Let us discuss your needs
A few lines are enough to arrange an initial conversation. Arrangements, scope and fees are clarified before the service begins.