If your organisation has dealt with (possible) transgressive behaviour or if an investigation has been concluded, it is important to address the recovery needs of all parties involved. What do the reporter(s), accused, and those around them need to feel safe again in the workplace? Aftercare is thus the first step towards prevention.

Various Goals of Aftercare

For those involved in transgressive behaviour, the situation is often not resolved after the publication of an investigation report or the implementation of an action plan. Aftercare contributes in various ways to the further development of the organisation.

• Doing justice to the past
• Recognition, apology, and repair
• Emotional recovery
• Prevention of (further) psychological complaints and incapacity for work
• Promotion of a safe work environment

Different Forms of Aftercare

Your organisation can organise aftercare in various ways. It is important that the form of aftercare matches the needs of those involved.

• Immediate reception and conversation
• Practical support
• Return-to-work policy and reintegration
• Normalising/rehabilitation
• Long-term follow-up
• Restorative conversation or restorative mediation
• Psychological support or trauma care (referral via general practitioner)

Aftercare for Wrongfully Accused

As an employer, it is important to contribute to the rehabilitation of an accused employee if a report is found to be unfounded. The following steps are important:

• Formal rectification
• Contribution to reputation restoration
• Psychological support
• Return-to-work policy and reintegration