The prevention of psychosocial risks (stress, violence, burnout, suicide) is an important issue for organizations wishing to implement a sustainable development strategy. But one difficulty lies in the organization's ability to detect situations of suffering at work early enough. Relying on actors close to the employees would be an ideal solution. The objective of our paper is to understand how an organization can create a network of employees able to detect any situation of suffering among their colleagues. We will rely on the work of Frost (1999, 2003) who developed the concept of "Toxic handlers" specifically for managers. We will question the transferability of his concept to other employees without team management responsibilities. We will base our analysis on the longitudinal study of an exploratory case. Our managerial contributions will show the points of vigilance to be retained as regards the identification of the actors of the network to be constituted, the content of the missions to be assigned to them and especially the support to be given to the members of the network in terms of training and animation tools.