Principle 8: All workers can report GBVH

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All workers trust they can report GBVH confidentially or anonymously, without fear of retaliation.

Grievance mechanisms1 are central to addressing GBVH. All reports must be taken seriously and treated as if they have occurred. While grievance mechanisms alone cannot prevent GBVH, without a safe way to report issues, workers’ rights are violated, and businesses cannot identify, remediate or prevent risks. 

Grievance mechanisms’ effectiveness relies on how workers and rightsholders, including communities, perceive mechanisms’ safety, sensitivity, fairness and the likelihood that reports will lead to change.2 Grievance mechanisms should be legitimate, accessible, predictable, equitable, transparent, rights-compatible, a source of continuous learning and based on engagement and dialogue,3 which then becomes the foundation of trust.  The following principles should be considered when designing and operating grievance mechanisms, following the UNGP and additional guidance.4

8.1 Take all reports seriously and keep records.

  • Provide victims and survivors with informal and formal options for making a report.
  • Assign trained, sensitive and independent case handlers to manage reports (informal or formal) in line with processes designed with GBVH experts (see Principle 4).
  • Trade union representatives/worker representatives or workplace committees,5 if they are in place, can support with making fair, consistent and timely decisions and be highly effective in resolving complaints, and in sending a strong message that GBVH is not tolerated.

8.2 Respect victims and survivors’ dignity, autonomy, choice and safety. 

  • Clearly explain each step of the reporting, investigation and remediation process to those making a report (witnesses, bystanders, whistleblowers) and obtain their consent before proceeding to prevent unintended harm.
  • Under no circumstances should the person reporting be persuaded to withhold a formal complaint. They must always have the option to pause or stop the process.6
  • Allow victims and survivors to be supported by a person of their choice through the reporting and remediation (see Principle 9). Examples are a worker representative/trade union representative, colleague, friend or family member.

8.3 Ensure grievance mechanisms are independent and free from influence by alleged perpetrators or business interests.

  • Provide and communicate multiple formal and informal channels for workers and other affected rightsholders such as community members. Alternative channels to workers’ supervisors or direct line managers include trade union representatives, other workers/workplace monitors,7  trusted managers, human resource department, community-based grievance systems or independent external mechanisms.
  • Regularly assess workers’ and other rightsholders’ views on grievance mechanisms’ independence, safety and effectiveness through engagement with workers and their representatives/trade unions (see 4.1 and 10.1). Community leaders, community-based NGOs, gender experts may offer support with engaging with other rightsholders.
  • As per Principle 2, supply chain partners can offer support to businesses to strengthen grievance mechanisms and coordinate these efforts with each other.

8.4 With the victim or survivor’s consent, refer serious GBVH cases that may be criminal offences to law enforcement authorities.8

  • Support the victim or survivor to access and understand information on criminal proceedings to make informed decisions about next steps.
  • Offer the victim or survivor the option to continue with internal grievance processes without compromising the criminal justice process.9

References

Grievance mechanism refers to the process by which reports are made and investigated...
  1. Grievance mechanism refers to the process by which reports are made and investigated. Remediation in these principles is considered separately. Businesses may take different approaches to organising guidance such as including disciplinary and remediation under a broader grievance policy - this is their prerogative. However, all policies and procedures should be clear to all workers.
  2. ETI (2024) research in Spanish and Italian agriculture sectors found that: While grievance mechanisms exist in theory, they are practically inaccessible to workers in both countries due to workers’ lack of awareness, low level of understanding of their labour rights, and direct employer control over existing channels creating fear of reprisals, p.15. ETI, Grievance mechanisms in agriculture – Synthesis report (2024). Available from: https://www.ethicaltrade.org/resources/guidance-and-reports/grievance-mechanisms-agriculture-synthesis-report [accessed 23 Oct 2025].
  3. Refer to UNGP Principle 31 for further detail on effectiveness criteria.
  4. For example, ETI, Recommendations for effective operational grievance mechanisms (2024). Available from: https://www.ethicaltrade.org/resources/guidance-and-reports/recommendat… [accessed 23 Sep 2025].
  5. See Footnote 3, Principle 4
  6. Workplace and systems level responses, such as a review of procedures, may be able to continue without pursuing an individual’s report.
  7. Employers, in consultation with trade unions and worker representatives, may appoint other workers (e.g. worker representatives) who are trained to provide confidential support and information to workers.
  8. At the time of drafting or reviewing policies and procedures, businesses should understand obligations to report suspected crimes, the nature of the criminal justice system, and the risk of revictimisation. Referring matters to law enforcement authorities may also serve as a deterrent to would-be perpetrators.
  9. Whilst an issue might not be found to constitute a crime, a business may still find grounds for disciplinary actions according to internal codes of conduct. 

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