Immediate Protective Measures for the Victim

Physical and Functional Separation of Those Involved

Once the complaint has been received and it has been determined that there is a reasonable indication of risk, the first action of the organization should be the precautionary protection of the alleged victim.

Forced cohabitation between complainant and respondent during the investigation is unsustainable and dangerous. The most effective measure is usually temporary physical or functional separation.

This may involve changing desk locations, reassigning shifts or, in structures that allow it, authorizing remote work for one of the parties.

It is crucial that this move is not interpreted as an anticipated sanction for the victim (for example, sending her to a distant and isolated location), but as an administrative security measure to "cool down" the conflict and avoid further friction.

Psychological and legal support

Intervention is not limited to logistics; it must address the human damage. The responsible organizations activate immediate psychosocial support protocols.

This does not mean that the company must assume long-term psychiatric treatment, but it does offer an initial containment through Employee Assistance Programs (PAE) or agreements with occupational risk insurers.

The aim is to stabilize the employee emotionally so that he/she can face the process.

Likewise, clear guidance should be provided on their rights and how the disciplinary process works, reducing the anxiety generated by administrative uncertainty.

Avoiding Institutional Revictimization

A common mistake in intervention is to subject the victim to repeated hostile interrogations where she must narrate her trauma over and over again before different people (boss, human resources, lawyers, committee).

This constitutes re-victimization. The company should designate a single point of contact or case manager to centralize information.

In addition, the whistleblower's privacy must be protected from the morbid curiosity of the rest of the staff.

Protective measures should be discreet so as not to stigmatize the employee as "the troubl