Today’s work environment is in constant flux. Generation Z is bringing with it a more relaxed attitude toward clothing and general self-expression, which may raise questions for some employers about the boundaries of appropriate workplace attire. Are jeans, crop tops, or visible tattoos a violation? Or rather a sign that norms are changing? This can easily become a source of conflict, which in turn increases work-related stress and mental health strain.
The Occupational Health and Safety Act (TTOS) obliges employers to prevent and mitigate psychosocial risks – this also includes situations where an employee does not feel safe or is afraid to speak directly to their manager about a concern. This is exactly where the confidential reporting channel provided under the Whistleblower Protection Act plays an important role.
Such a channel is not only intended for reporting serious violations – such as breaches of workplace safety or corruption – but also serves as a risk mitigator in everyday work-related tensions. If an employee feels that their mental health is being threatened, for example, by unclear dress code rules or unequal treatment, they can report this safely.
The Labour Inspectorate has repeatedly highlighted in its communication that mental health and the psychosocial work environment are part of occupational safety. Therefore, it is better to address a concern early and through a neutral channel, rather than letting it escalate into a dispute or a case for the labour dispute committee.
What is my point? The best way to keep up with changes and prevent risks is to establish a functional whistleblower channel within the organization. This gives employees the opportunity to raise concerns early and provides employers with a tool to prevent misunderstandings. In the end, it helps protect both employees’ mental health and the organization’s reputation.
