The confidential counsellor for malpractice offers support in situations that may threaten the integrity of the organisation. This includes suspected violations of laws, misuse of resources or risks to the organisation, individuals or the environment.

The confidential counsellor for unacceptable behaviour can help with questions, concerns and conflicts relating to issues such as intimidation, sexual harassment, unfair treatment, exclusion, racism, aggression, violence or discrimination.

The confidential counsellor for personnel affairs can help with questions, concerns or conflicts in your work at the university that you do not wish, or are unable, to discuss with your manager.

The confidential counsellor for PhD candidates can help if you, as a PhD candidate, have questions, concerns or conflicts that you would prefer to discuss with someone other than your supervisor. Each faculty has a confidential counsellor for PhD candidates.

The confidential counsellor for academic integrity can provide support if you suspect a breach of the Netherlands Code of Conduct for Research Integrity. This may include cases of plagiarism or the omission of co-authors.

Confidential counsellors offer advice for workplace-related issues. They listen, provide support and help you find ways to improve the situation. Specifically, this means they can:

• Offer a listening ear;
• Help you consider possible steps and solutions;
• Advise on how to raise the issue and what to do if you want to file a complaint; 
• Support you and, if needed, accompany you to a meeting;
• Refer you to internal or external support services.

Please note: Confidential counsellors do not act as mediators, legal representatives or advisers in formal objection or appeal procedures. Nor do they intervene in legal proceedings or handle performance-related issues or employment conflicts.

After you contact a confidential counsellor, they will reply as soon as possible to schedule a meeting, either online or in person. During this meeting, you will discuss the situation and any support you may need.

If you wish to file a complaint, the confidential counsellor can guide you through the process.

Anything you share with the confidential counsellor will be treated with strict confidentiality. The confidential counsellor will not take any action without first discussing it with you and receiving your explicit consent. Whether you choose to follow their advice, raise the issue further or file a complaint is entirely your decision. Confidential counsellors are operate independently in their role.

If there is reason to do so, the confidential counsellor may flag general issues – for example, to a dean or the ombuds officer. This helps the university stay informed of broader issues within the organisation. Your personal story and identity will not be disclosed

Support with a difficult conversation

You feel that your manager is discriminating against you. She treats you differently from your colleagues, ignoring your emails, for example, denying you access to specific training opportunities and distancing herself since a heated discussion about the issue. You no longer wish to address the matter with her directly but prefer to speak to her manager instead. With your permission, the confidential counsellor accompanies you to this meeting. The manager takes action and your manager’s behaviour improves.

Support in improving communication

You’re unhappy with your work schedule, which frustrates your manager and strains your working relationship. You contact the confidential counsellor, and together you quickly analyse the situation. You feel you shouldn’t have to explain  why your schedule matters: your caregiving responsibilities are personal. The confidential counsellor advises you to share, in general terms, why a flexible schedule is important to you. This opens the door to greater understanding and fewer conflicts.