Bullying, harassment and intimidation
Workplace bullying, harassment, intimidation and victimisation that affects a person's dignity, safety or ability to work.
Dignity at Work
Frontline & Public Service Worker Dignity and Protection
No worker should have to surrender their dignity in order to serve the public. Protect the person. Strengthen the profession. Improve the system.
Why This Exists
Workers can fall between every system meant to protect them.
A nurse, teacher, social worker or municipal employee who is harmed at work often has to move between HR departments, employers, unions, regulators, professional councils, the CCMA or a bargaining council, the Public Service Commission, lawyers, whistleblower organisations and mental-health services — usually while still working, and often while afraid.
This service exists to be a dignified first point of support and navigation: a place where a person can be heard, understand what has happened, learn where the matter belongs and be connected to the right qualified help.
“No worker should have to surrender their dignity in order to serve the public.”
The service is independent, fair and evidence-led. It does not automatically side with a worker or with an employer. Its purpose is to help identify the issue, preserve dignity, understand the appropriate pathway and connect the person to qualified support.
Who We Support
Workers who serve the public
- Nurses and healthcare workers
- Teachers and education staff
- Social workers and community workers
- Emergency and frontline personnel
- Municipal workers
- Public administrators and officials
- Other workers serving communities through public or essential services
What We Can Help With
Practical support across difficult workplace matters
Discrimination and dignity violations
Unequal treatment or conduct that undermines a worker's dignity in the workplace.
Retaliation after speaking up
Concerns about retaliation following a report of wrongdoing, a grievance or a raised safety concern.
Whistleblower-related support
Careful, cautious support and safe referral pathways towards bodies equipped to handle protected disclosures.
Unfair treatment and disciplinary concerns
Questions about fairness, process and the steps involved in a disciplinary or grievance matter.
Grievance navigation and escalation
Understanding internal grievance routes and how a matter may be escalated appropriately.
Unsafe or harmful working environments
Conditions that place a worker's physical, psychological or professional safety at risk.
Knowing where a matter belongs
Clarifying whether a matter belongs with an employer or HR, a union, the CCMA or a bargaining council, a professional regulator, the Public Service Commission, the SAHRC, a legal professional or another competent body.
Documents, evidence and chronology
Help organising a clear chronology, relevant documents and questions — without altering, creating or interpreting evidence.
Psychosocial impact
Recognition of the emotional toll of these matters, and referral to qualified mental-health professionals where appropriate.
Systemic patterns and reform
Where recurring matters reveal a wider problem, anonymised patterns may inform research, public-interest advocacy and policy reform.
How Support Works
A six-step pathway
Listen and triage
A confidential initial intake conversation to understand what has happened and identify the core issue.
Clarify the pathway
Identify the institution, forum or professional that is actually responsible for the matter, and explain why.
Organise the matter
Help the person structure a chronology, gather their own documents and prepare clear questions. We never alter or manufacture evidence.
Refer and connect
Where appropriate, connect matters to independent qualified human-rights lawyers, labour and employment-law professionals, whistleblower bodies, regulators or other competent organisations, as partnerships and capacity allow.
Human support
Where appropriate, connect the worker to psychosocial or wellbeing support so the person is cared for, not only the case.
Learn and advocate
Anonymised patterns may inform research and systemic advocacy, subject to consent, privacy and applicable law.
Professional Network
Building a multidisciplinary network
The Foundation is building a network of independent human-rights lawyers, labour and employment-law professionals, advocates, mediators, counsellors, psychologists, researchers and civil-society organisations.
We do not claim existing partnerships that are not in place. Referrals are made only where a suitably qualified independent professional or organisation is available and willing to consider the matter.
- Human-rights lawyers
- Labour and employment-law professionals
- Advocates
- Mediators
- Counsellors and psychologists
- Researchers
- Civil-society organisations
Speaking Up Safely
Whistleblower and retaliation support
Careful, safe referral
Reporting wrongdoing can carry real professional and personal risk. We approach these matters with caution and without pressure. Nobody is encouraged to disclose more than they choose to.
Where a matter involves a protected disclosure, our role is to help the person understand the available routes and, where appropriate, to refer them to bodies and legal professionals equipped to handle whistleblower matters properly.
Mental health and wellbeing
Workplace harm affects sleep, health, family life and confidence. Where appropriate, we connect workers to psychosocial and wellbeing support through the Foundation's existing pathways.
Non-clinical support is not psychiatric treatment, psychological diagnosis or emergency medical care. Where specialised care is required, people are encouraged towards qualified professional support.
Mental Health and HealingBoundaries and Trust
What this service is — and is not
- The EF Legacy of Purpose Foundation is not a trade union.
- The Foundation does not conduct collective bargaining and does not replace a worker's union.
- The Foundation is not a law firm. General support and information are not automatically legal advice or legal representation.
- Legal representation is provided only where an appropriately qualified independent legal professional accepts the matter and the required mandate and terms are in place.
- The service does not guarantee outcomes.
- The service does not replace the CCMA, bargaining councils, the Public Service Commission, professional councils, courts, law-enforcement agencies, the SAHRC or any other competent body.
- Where another institution is the correct route, we will say so plainly and help the worker understand the next step.
Emergencies, threats to life, urgent medical matters and criminal emergencies must be directed to the appropriate emergency services or competent authorities. Please do not rely on an ordinary website message in an emergency.
Privacy and Confidentiality
A deliberately minimal first contact
These matters can involve highly sensitive employment, health, disciplinary, whistleblower and identity information. For that reason, the first contact form is deliberately brief.
Please do not send detailed evidence, confidential employer records, patient or learner information, or other highly sensitive documents in a first-contact message. After an initial triage conversation, you will be advised on an appropriate process where one is available.
Information is handled in line with the Foundation's existing privacy and safeguarding practices. We cannot guarantee confidentiality beyond what our systems and the law allow, and we will be honest with you about that.
Read Our Trust CentreFor professionals
Lawyers, advocates, mediators, mental-health professionals, researchers and non-governmental organisations who are willing to receive referrals, offer guidance or contribute to research are invited to make contact. Involvement is voluntary, independent and subject to your own professional rules.
Express InterestTake the Next Step
Support, referral and partnership
If you are referring someone else, please only do so with that person's knowledge and consent, and share the minimum information needed for us to make contact.