Workplace investigations
Workplace investigations may be necessary where allegations of wrongdoing are made.
These allegations may arise in:
- Disciplinary matters
- Grievances
- Bullying & harassment
- Whistleblowing
- Compliance concerns
Independent external investigations
When these types of issues arise, employers have a duty to ensure they conduct a fair, robust and timely investigation, but often do not have the necessary expertise. They make mistakes when designing and conducting their investigations, do not conduct the process fairly, or fail to collect important evidence. This leaves employers exposed to future tribunal claims.
We use our combined dispute resolution and employment law expertise to support you by:
- Meeting with you to discuss the allegations and scope of the investigation
- Helping you design and plan a fair investigation process which fully complies with the ACAS Code of Practice
- Acting as an independent external investigator (particularly in sensitive, complex or high profile cases, where there is a high level of reputational risk or where clients do not have the necessary expertise in-house)
- Preparing a detailed, rigorous and fair investigation report for you to use in your decision making
Workplace investigations training
Neutral evaluation
We may recommend neutral evaluation as a first step in complex workplace issues, where there are:
- multiple (or counter-) grievances
- entrenched conflicts within teams
- multiple allegations of bullying, harassment or discrimination
- structural problems, for example, gender pay imbalance, #metoo, inclusion
Our neutral evaluation process begins with a comprehensive fact-finding process, in a series of confidential interviews. The process culminates in a written report in which we include clear recommendations as to possible remedies and solutions.