Independent investigations
Workplace Investigations & Protected Disclosures
Independent workplace investigations, factual reviews and protected disclosure matters handled with discretion, care and procedural fairness.
How we can assist
A workplace investigation should establish what happened through a fair, impartial and properly documented process. We conduct independent investigations for employers, organisations and professional advisers who require an external investigator, including matters where the appointing organisation is not an existing client.
We can assist with the full investigation process: clarifying the remit, preparing terms of reference, identifying documents and witnesses, interviewing relevant parties and producing findings grounded in the evidence. We also undertake work connected with protected disclosures and whistleblowing concerns, subject to the appropriate scope and legal framework.
Independence and fair procedures matter from the outset. Appointments are considered individually, including conflicts, appropriate separation from later decisions and whether the requested assignment is investigative, advisory or both.
Our work includes
- Bullying and harassment investigations. Independent investigations of dignity-at-work complaints, inappropriate conduct and interpersonal workplace allegations.
- Grievance investigations. Fact-finding into employee complaints, management conduct concerns and complex workplace grievances.
- Protected disclosures. Assessment and investigation of whistleblowing and protected disclosure matters where an external investigator is required.
- Terms of reference. Drafting or reviewing the allegations, issues, scope, remit and procedural framework for the investigation.
- Evidence and document review. Reviewing correspondence, personnel records, contemporaneous notes, digital evidence and relevant policies.
- Witness interviews. Planning and conducting interviews, preparing records and managing opportunities to respond to relevant evidence.
- Fair procedures. Advising on proportionality, independence, confidentiality and reasonable opportunities for affected parties to be heard.
- Investigation reports. Preparing clear, reasoned findings with reference to the evidence and the agreed terms of reference.
- External appointments. Providing independent support to organisations and to other legal or professional firms seeking a separate investigator.
Practical support, from start to finish
The investigator’s findings should be distinguished from any subsequent decision on discipline or organisational action. We aim to leave the appointing organisation with a sound evidential record and a report that can be understood by the relevant decision-maker.
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