Frequently asked questions

A confidential counsellor gives employees an independent, confidential place to talk about inappropriate behaviour or an integrity concern. The confidential counsellor listens, helps the employee put their thoughts in order, provides information and explores possible next steps together with them.

The confidential counsellor doesn't investigate, doesn't make decisions on the employee's behalf and doesn't act as a mediator. The employee stays in control.

Read more about our external confidential counsellors

Employees can get in touch about inappropriate behaviour at work or an integrity concern. Even if they're not sure whether their situation counts, they can talk it through in confidence.

Inappropriate behaviour at work includes, for example:

• bullying;
• discrimination;
• (sexual) harassment;
• aggression and violence;
• exclusion;
• any other behaviour that makes an employee feel unsafe or disrespected.

What feels inappropriate can differ from person to person and from situation to situation. That's why the employee's experience is always the starting point.

An integrity concern might involve fraud, theft, a conflict of interest, abuse of power, corruption or a suspicion of other wrongdoing.

The confidential counsellor discusses with the employee which internal or external reporting routes are available and how the confidential counsellor can help.

Appointing a confidential counsellor is not (yet) legally mandatory for every Dutch employer. Under the Dutch Working Conditions Act, employers must have a policy to prevent or limit psychosocial risks at work, including inappropriate behaviour.

A bill giving employees the right to access a confidential counsellor was adopted by the House of Representatives in 2023. The Senate has not yet voted on it, and it is not known when it will.

Even without a legal obligation, a confidential counsellor helps create a safe work environment.

Yes. Everything you share is handled with care and in confidence. Without your consent, nothing about the conversation is shared with your employer or anyone else involved, unless a legal exception applies.

At the start of the conversation, the confidential counsellor explains how confidentiality works.

No. Two Ears never tells your employer who has been in touch or what was discussed.

Your organisation receives an anonymised annual report with numbers and general themes. None of it can be traced back to individual employees.

Yes. The confidential counsellor talks through the possible next steps and their pros and cons with you. You decide whether to take any steps, and which ones.

You can also simply share your story and leave it at that.

Your employer provides the contact details of your organisation's confidential counsellors. You'll usually find them on the intranet, in the employee handbook or in the information about the confidential counsellor.

You can contact them directly by email, phone or WhatsApp.

Conversations can take place online or in person. You decide together with the confidential counsellor what works best.

Yes. Our confidential counsellors work in English and Dutch. When putting together a team, we also take any other language needs in your organisation into account.

That depends on the size and structure of your organisation. An internal confidential counsellor knows the organisation and its culture well. An external confidential counsellor is more removed from the organisation, which can make them feel more independent and approachable to employees.

Many organisations have both, working side by side. Employees can then choose who to contact.

Read our blog post (in Dutch): internal or external confidential counsellor?

Yes. When we start working with you, we get to know your internal confidential counsellors and agree how our roles fit together.

Two Ears can also train internal confidential counsellors and provide peer supervision, so they start well prepared and keep developing in the role.

See our training for internal confidential counsellors

At the start, we work with you on a clear introduction. Employees learn who the confidential counsellors are, what they do and how to reach them.

We also advise on where to put this information so it's visible and easy to find.

Yes. You receive an anonymised annual report with the number of contacts, general themes and any points for attention.

None of it can ever be traced back to individual employees.

Yes. Depending on the size, locations, workforce and needs of your organisation, we provide one confidential counsellor or a team.

That way, employees can choose who they feel most comfortable with, and there's always someone available.

We start with an introductory call to discuss how your organisation is set up, what's already in place and what you need. You then receive a proposal.

Once you've agreed, we make sure the basics are in place. We get to know the key contacts, review your existing policies and procedures, and make sure employees know who the confidential counsellors are and how to reach them.

Two Ears charges a fixed annual fee, which depends on the size of your organisation.

After an introductory call, you'll receive a clear proposal tailored to the size and needs of your organisation.

Yes. Two Ears supports organisations more broadly in creating a safe work environment. We offer training and peer supervision, and help with policies and procedures, support for employees facing a complaint, mediation and independent complaint investigations.

See our trainingSee our other services

Yes. Two Ears works with both Dutch and international organisations. For several clients, our confidential counsellors also support employees based outside the Netherlands.

Conversations can take place online, in English or Dutch. We discuss in advance whether our services and expertise suit your organisation and the local context.