A record of prevention, without a record of content.
Harassment, coercion and threats increasingly reach staff through texts and messaging apps, outside every system HR can see. Employers are now judged on what they could reasonably have prevented.
The problem
- Most harassment is never reported, so it reaches the employer late, as a complaint or a claim.
- Monitoring staff messages is neither lawful nor acceptable in most workplaces, and staff refuse tools that look like surveillance.
- Remote and fly-in fly-out sites concentrate the risk: long rosters, isolation, and reporting lines that run through the people involved.
- The difference between a control and a surveillance system is who can see the messages. With Guardii, nobody can.
The evidence
What discovery settles
- Your harm list by role and site, defined and ranked by severity.
- Who an employee can choose to alert: HR, wellbeing, security, the EAP, or no one.
- What reaches the employer, if anything, and when. Our starting view is nothing by default.
- Consent wording and rollout through induction.
- The evidence standard for investigations, set with your investigators.
- What a documented control changes in your risk position, with your insurance and risk advisers.
Obligations in scope
- WHS duties to manage psychosocial hazards.
- The positive duty under the Sex Discrimination Act, in force since December 2022.
- State workplace surveillance law and the Privacy Act.
- In the US, negligence and hostile-environment exposure.
- Disclosure to your insurer.
What you hold at the end
- A configured pilot, ready to switch on, tested by your people on synthetic data.
- An obligations register and a list of conflicts to resolve.
- A board report & business case: obligations, risks, controls, costs and a recommendation.
- Nothing to hold, nothing to discover, and no new obligation until a worker chooses to escalate.
How an engagement runs
Each step is its own decision. You only go further when the last one has earned it.
Desktop audit
A short review of how harm reaches your people today, from your intake answers and a call.
Request a briefing ›Audit & organisational plan
Your departments mapped against the harms and obligations in scope, checked against a framework built with specialist employment counsel.
A private first cohort
Around ten people, fully private, with no automatic escalation. Training and hands-on onboarding included, measured against a baseline.
Policy & escalation
Your policies built into the escalation pathways, mapped with counsel and your broker, so the board can show its obligation is met.
Twelve-month term
Quarterly reviews, threshold tuning, refresher training and a board report on what the control is doing.
Psychological injury and the private message
Mental-health claims are up 161% in a decade and harassment, bullying and violence cause almost half of mental stress claims. What the data shows, why employers cannot simply look, and what a defensible control looks like.
Read the briefing › Download PDFReady to get started?
Guardii changes what "reasonably practicable" contains. Discovery shows your board what that means for you.