External confidential adviser: why every organisation needs one

A safe and healthy working environment is about more than just an ergonomic workstation. It’s also about psychological safety: employees need to feel heard and protected. This is precisely where an external confidential adviser plays a vital role. In this article, we explain what a confidential adviser does, the difference between an internal and external confidential adviser, why having a policy in place is a legal requirement and what to look for when appointing one.

What does a confidential adviser do?

A confidential adviser is there for employees who experience unwanted behaviour or integrity concerns in the workplace. Think of bullying, discrimination, (sexual) harassment, aggression or interpersonal tensions. The confidential adviser listens, provides a safe space to share what has happened, offers guidance and signposts possible next steps.

Crucially, the confidential adviser does not take over the problem. Instead, they help the employee regain control. The confidential adviser also supports employers in developing policy and preventive measures. In short: a confidential adviser is central to strengthening psychological safety in the workplace.

Internal or external confidential adviser?

Many organisations opt for an internal confidential adviser, for instance an HR professional. However, appointing an external confidential adviser offers clear advantages:

• Independence: employees often feel safer speaking to someone from outside the organisation.
• Professionalism: an external confidential adviser is typically specifically trained and accredited.
• Continuity: if an internal appointee leaves or falls ill, an external adviser ensures consistent availability.
• Experience: external advisers typically work across multiple organisations and bring a wealth of practical knowledge.

An internal confidential adviser can feel more accessible, but an external adviser generally offers greater expertise and neutrality. Many employers therefore choose a combination: an internal confidential adviser for day-to-day matters and an external one for more complex or sensitive cases.

Is appointing a confidential adviser mandatory?

Yes. Following amendments to Dutch occupational health and safety legislation, employers are required to have a policy addressing unwanted conduct in the workplace. The appointment of a confidential adviser is explicitly cited as a key measure. At the time of writing, legislation has been adopted making the appointment of a confidential adviser compulsory for organisations with ten or more employees. This is now regarded as the standard way to meet these obligations.

In practical terms, this means every employer, large or small, must provide an accessible point of contact for employees. Appointing an external confidential adviser is an excellent way to achieve this.

What should employers look for?

Looking to appoint a confidential adviser? Consider the following:

• Qualifications: choose someone who is registered with a recognised professional body, such as the LVV (Dutch Association of Confidential Advisers) or NIP (Netherlands Institute of Psychologists).
• Experience: ask about previous cases and the adviser’s sector experience.
• Accessibility: ensure employees can make contact easily, including outside office hours.
• Communication: actively inform employees about the availability and role of the confidential adviser.
• Collaboration: agree on how anonymised feedback and advice will be provided to management.

An external confidential adviser is more than a safety net. They are also a sounding board for policy and prevention.

Caring and decisive

At Capability, we believe in Attention & Action. That means we don’t just listen; we act swiftly too. Our external confidential advisers, deployed through our sister organisation Amplooi, combine care with decisiveness. They offer employees a safe haven and provide employers with practical, solution-oriented advice.

Drawing on their experience across a wide range of sectors, they know what works. They ensure employees feel heard and that employers meet their legal obligations. Above all, they contribute to a culture in which employees feel safe, healthy and valued.

The benefits of a safe working environment

A safe working environment is the foundation for long-term employability and job satisfaction. Employees who feel free to raise concerns are less likely to fall absent and feel more connected to their employer.

For employers, this translates into less sickness absence, greater productivity and a stronger reputation as a responsible employer. In a time when talent is scarce, that is a significant advantage.

Building a safe organisation together

An external confidential adviser is not a luxury. It is an essential part of responsible employer practice. For employees, it provides safety and trust. For employers, it helps build a healthy, future-proof organisation. At Capability, we are committed to making that happen: with a human touch, a practical approach and a focus on solutions. Together, we work towards less sickness absence, greater vitality and a workplace culture in which everyone feels heard.