Consultation in case of victimisation

We help you as an employer who needs advice and guidance in case of suspicion of victimisation, bullying, harassment and sexual harassment in the workplace. The service is based on the requirements of AFS 2023:1, AFS 2023:2 and the Discrimination Act.

What it is

The service is an initial dialogue aimed at carefully clarifying the scope, severity, and complexity of your specific situation. The goal is to identify and secure which measures are most relevant and need to be taken.

After the consultation, you will receive concrete suggestions and recommendations for further efforts.

How it works

1. Order service
   Fill in your contact details in the order form and briefly state your preference. You will be contacted.
2. Consultation
   We carry out a thorough consultation to clarify the need for preventive and/or investigative measures.
3. Possible further efforts
   After the consultation, recommendations are given on possible further efforts, depending on what emerged during our conversation.

Falck's investigative services in brief

Here we describe the initiatives that we at Falck may recommend as the next step after a consultation. 

Preliminary investigation

A preliminary investigation is a limited investigative process that is suitable when you, as the one responsible, need a deeper understanding of a complaint or report. It is particularly valuable when there are ambiguities regarding the actual circumstances in a report, or as a way to sort through a very extensive report. 

The purpose of a preliminary investigation is to gain an understanding of the severity and complexity of the matter, and to examine whether there is reason to assume that there are violations of the regulations in AFS 2023:2 or the Discrimination Act. This forms the basis for assessing whether a further investigation is appropriate.

The preliminary investigation can conclude here or result in a preliminary assessment or a full-scale investigation. If the orderer chooses to proceed, the work from the preliminary investigation will be carried over into the continued investigation.

How it works

1. In-depth dialogue with the orderer.
2. Loading and analyzing available information.
3. Interview with the notifying party.
4. Assessment and recommendation from Falck, both oral and written feedback if desired.

Pre-assessment

A preliminary assessment is suitable when there is suspicion of offensive special treatment, and there is a need to clarify the scope, severity, and issues involved.

The purpose is to provide you, as the orderer, with an understanding of the situation by including all affected main parties. We investigate whether there are indications of offensive special treatment, harassment, and/or deficiencies related to the Work Environment Act or the Discrimination Act.

The result is a written report with an assessment, reasoning about underlying factors, and recommendations for handling and preventive work environment efforts. This provides you with a clear basis for appropriate measures. In cases indicating offensive special treatment, a full-scale investigation may be recommended in some instances.

How it works

1. In-depth dialogue with the orderer.
2. Loading and analyzing available information.
3. Interview with the notifying party(s).
4. Interview with the person(s) to whom the report is directed
5. Collection of relevant factual support
6. Compilation, analysis and assessment
7. Second opinion by senior consultant
8. Assessment and recommendation of Falck through a written report to the orderer. Feedback to stakeholders.

Full-scale investigation

A full-scale investigation is appropriate in the event of strong indications of victimisation, harassment or sexual harassment.

The purpose is to carefully map and answer whether victimisation, harassment or sexual harassment can be proven.

How it works

1. In-depth dialogue with the orderer.
2. Review and analysis of available information.
3. Interview with the notifying party(s).
4. Interview with the person(s) to whom the report is directed.
5. Interview with any witnesses or informants.
6. All parties take part in and approve their interview summary.
7. Collection of any additional relevant facts.
8. The main parties may be informed of what is alleged against them on the basis of the right of reply.
9. Compilation, analysis and assessment.
10. Assessment and recommendation from Falck through written report to the orderer. Feedback to main parties – always with the employer representative present.

General information

Preliminary investigation, preliminary assessment, and full-scale investigation should be regarded as work environment investigations and should not be mistaken for legal processes. The results and recommendations of the investigations are neither binding for the employer nor do they constitute a legal position from Falck. It is entirely the employer's responsibility to make decisions regarding any measures.

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