That depends on the circumstances. When people come to see us, they are certainly in a fragile state of mind. If we consider it necessary, we can advise then to take sick leave from work. That means they are no longer in the workplace and they can gather their strength again. Certainly, we encourage a meeting with the employer to discuss the situation and see if there is a way for anything to be done.
It may be rare, but it does happen that some people stop the harassment when the situation is addressed and they are told that their behaviour is not acceptable. If a person who has been complained about does not then stop the harassment, we try to determine the best solution for the victim, of course. I can tell you that, at that point, the person in many cases wants to leave that workplace. They no longer trust the company, or they feel uncomfortable with their colleagues, who often know what is going on.
We then make sure that it is really what they want. In fact, we always assess the needs of our clients. We never push them in one direction or the other. We really work according to their needs. We help them to leave the company without losing everything. We try to negotiate; for example, we try to get a letter of reference, a severance payment, the reimbursement of the costs of psychological care, if there have been any, or the costs of searching for a new job.