If an employer receives a notification of harassment experienced at work, can the name of the notifier be left undisclosed to the person accused of harassment?

When an employer receives a notification of harassment experienced by an employee, the employer must investigate and resolve the matter. A precondition for investigating the situation is that the acts of harassment have been itemised with sufficient precision so that the employer can hear both parties. As a result of the investigation, the employer must be able to determine whether the incidents reported as harassment constitute harassment or inappropriate treatment as referred to in the Occupational Safety and Health Act. In practice, an objective investigation and resolution of the situation is not possible without disclosing the names of the parties.