An Integrated Approach to Occupational Health
Combining expertise. Addressing the root causes. Bringing about lasting change in working conditions.
Occupational risks do not exist in isolation. An ergonomic strain can be exacerbated by work pace, a lack of flexibility, team tensions, or an ill-suited organizational structure. Depending on the needs, IHST brings together perspectives from ergonomics, occupational psychology, occupational health, safety, and organizational analysis to develop a coherent, proportionate, and actionable response. One approach, multiple avenues for action.
Let's build your system
Our Support
Cross-analysis of actual work: field observations, interviews, available aggregate data, and an understanding of the processes.
Identification of interactions between physical constraints, psychosocial factors, work organization, and occupational exposures.
Targeted mobilization of a multidisciplinary network: occupational health nurses, ergonomists, occupational psychologists, occupational physicians, occupational health and safety specialists, or environmental health specialists, as needed.
Joint development of an action plan that combines workplace adjustments, organizational structure, managerial practices, prevention, and team support.
Testing, prioritizing, and monitoring measures in collaboration with operational managers and the relevant staff members.
An operational solution—
s tangible benefits
A comprehensive assessment of situations, looking beyond a single risk factor.
Better coordination among business units, managers, HR, and specialists.
Complementary actions rather than scattered interventions.
Ongoing improvements tailored to the realities on the ground.
Integrated Diagnosis: Summary of risk factors and their interactions, based on context-appropriate methods.
Priority Mapping
Identification of critical situations and levers for action in the short, medium, and long term.
Integrated Action Plan: Ergonomic, psychosocial, organizational, and preventive measures, including responsible parties and deadlines.
Evaluation and Adjustments
Implementation metrics, feedback from the field, and recommendations for ensuring the sustainability of the changes.
SWISS LEGAL FRAMEWORK
, Art. 6 LTr, Art. 2 OLT 3, and Art. 328 CO: protection of health and personal rights. Depending on the identified hazards, the OPA and CFST Directive 6508 provide a framework for preventive measures and the use of MSST specialists. Each specialist’s role depends on their expertise and qualifications; the integrated approach does not replace the specific regulatory assessments required. Procedures, specialized resources, and deliverables are defined according to the scope of your contract.
Complex problems call for coordinated responses, not isolated solutions.
Prevention is most effective when it takes into account the individual, their work, and their work environment. An integrated approach makes it possible to address multiple factors simultaneously, without promising that a single method will solve every problem.
Absences, Return to Work, and Job Retention
Prepare for returns. Preserve the routes.
A prolonged absence or a return to work without adequate preparation can cause lasting damage to one’s professional situation. IHST works with companies and employees to provide support, coordination, and assistance in maintaining employment.
Let's build your system
Our Support
Establishing a process for tracking absences and returns to work.
Cordial communication with the employees involved, with their consent.
Preparing for workplace accommodations and phased returns to work.
Coordinate—while respecting roles and confidentiality—with HR, managers, doctors, insurance companies, and the AI when appropriate.
An operational solution—
s tangible benefits
Clarified responsibilities for HR and managers.
Better-anticipated responses and more coordinated adjustments.
More consistent monitoring of complex situations.
Processes for managing and coordinating returns.
A support or recovery plan tailored to each situation, within the permitted framework.
Aggregate monitoring indicators and periodic reviews, depending on the mission.
SWISS LEGAL FRAMEWORK
Art. 328 CO (RS 220): protection of personal rights; Art. 6 LTr and Art. 2 OLT 3: protection of health. Art. 324a CO: continued payment of wages in the event of inability to work, subject to certain conditions. The return process and any information exchanged must comply with confidentiality and data protection regulations. Procedures and deliverables are defined according to the scope of your contract.
Preparing for the return to work also means ensuring that everyone retains their place in the company.
A sustainable return to work is achieved in collaboration with the individual concerned, qualified professionals, and the workplace, while respecting confidentiality and each person’s role.
External Trusted Person
An independent space for listening, a clear framework for everyone.
When an employee faces a interpersonal conflict or a situation that could be harmful to their well-being, they must be able to find someone outside the chain of command who will listen to them. The IHST offers a system whose independence and boundaries are clearly defined from the outset.
Let's build your system
Our Support
Definition of the scope of intervention, access procedures, and confidentiality policies.
Welcoming and listening to employees, providing information on available options.
Referral to the appropriate contacts when necessary.
General information on how the program works.
An operational solution—
s tangible benefits
A clearly defined recourse for employees.
A clearer process for addressing relationship issues.
Better coordination between prevention and the protection of personal rights.
Operating Charter and Confidentiality Agreement.
Communication materials for employees.
Statistical summary that is strictly anonymized when the sample size allows.
SWISS LEGAL FRAMEWORK
Art. 328 CO, Art. 6 LTr, and Art. 2 OLT 3: The employer must protect the dignity and integrity of employees. SECO recommends a support and counseling system that includes, in particular, a competent and independent trusted advisor. Appointing such a person from outside the company is not a general legal requirement for all businesses; the system chosen must be effective and appropriate.
Terms and deliverables are defined according to the scope of your contract.
Trust is built through independence and a clear framework.
A safe space for listening is only useful if employees understand its purpose, its limitations, and the confidentiality safeguards that apply to it.
Emergency Psychological Support & Crisis Response Team
In critical moments, a humane, swift, and structured response.
Serious accidents, the death of a colleague, traumatic events, restructuring, or mass layoffs: certain situations can be deeply unsettling for teams. The IHST works with qualified professionals to coordinate a psychological support program tailored to the event and the needs of those affected.
Let's build your system
Our Support
Initial assessment of the situation and definition of the plan with management and HR.
Deployment of a psychological support team, with on-site intervention as soon as possible, in accordance with the terms of the contract.
Individual interviews and voluntary group discussion sessions, conducted in a confidential setting without any mandatory systematic psychological debriefing.
Support for managers and HR in communication and human resources management for the event.
Identifying the need for additional support, referring individuals to appropriate care, and providing remote follow-up with their consent.
An operational solution—
s tangible benefits
Professional support available to affected employees.
Managers receiving support in a sensitive personal situation.
A coordinated response that takes into account individual reactions and follow-up needs.
Better identification of situations requiring specialized care.
Crisis-appropriate response measures and mobilization procedures.
Anonymized organizational report on the actions taken, without the disclosure of individual clinical information.
Post-crisis recommendations and follow-up proposals tailored to the identified needs.
SWISS LEGAL FRAMEWORK
Art. 6 LTr, Art. 2 OLT 3, and Art. 328 CO: general obligations regarding the protection of health and personal rights. These provisions do not systematically require the establishment of a psychological support team for every serious incident. Additional obligations depend on the circumstances, particularly in the event of a workplace accident or mass layoffs.
Terms and deliverables are defined according to the scope of your contract.
In the toughest times, the quality of support makes all the difference.
When faced with a serious event, everyone reacts at their own pace. Listening, respecting individual choices, and providing access to appropriate support take precedence over any systematic psychological intervention.
Is this a situation that should be discussed with specialists at
?
The IHST is here to help you understand your risks, structure your approach, and manage occupational health at the executive level.
1. Describe your situation in a few lines.
2. A specialist from our team will call you back within 15 days
3. You take stock of the situation together and outline the first steps: understand, analyze, act.