Let's use an example of an MP and their employee. If the employee has had an experience of harassment by a colleague, they could go forward to their employer, should they feel comfortable doing that—that would be the MP—and tell them about what happened. That employer, the MP, would have a responsibility to take appropriate action to address the incident.
Now, each incident is going to be different. Should the harasser be the member of Parliament, each employer—that would be each MP—would also have the responsibility of designating a third person, so that if the employee isn't comfortable coming forward to the member of Parliament, he or she could come forward to this third party. If at any time the person feels that the process is not being followed, they can come forward to the ministry of labour for support.
Again, it's very hard to describe the process step by step because each situation is going to be different, but in a worst-case scenario, the person will have the ability to come forward to the ministry of labour for support to ensure that the process is being followed.