I conduct thorough, impartial HR investigations to get to the truth of workplace issues quickly and fairly — protecting your organisation while treating everyone involved with the respect a sensitive process demands.
With over 25 years of HR experience, including complex and high-risk cases, I bring the independence, rigour, and calm you need when something serious has to be investigated properly. Where a case needs extra capacity, I can also draw on a small team of trusted, experienced associate investigators.
My Approach to HR Investigations
Confidentiality and sensitivity
I understand how delicate an investigation can feel for everyone involved. Confidentiality is maintained throughout, so that those involved feel able to speak honestly and are treated with respect — reducing the risk of further conflict or distress.
Independence and objectivity
As an external, independent investigator, I have no history with your organisation's internal politics or personalities. That distance is what makes the findings credible — to the people involved, and to a tribunal, if it ever comes to that.
A thorough, methodical process
Every investigation follows a structured process, so nothing relevant gets missed and the findings hold up to scrutiny:

1. Initial assessment — understanding the complaint and defining the scope of the investigation.

2. Planning — agreeing terms of reference: what will be investigated, what evidence is needed, and who needs to be interviewed.

3. Evidence gathering — collecting the relevant documents, records, and other material.

4. Interviews — confidential conversations with those involved, conducted to put people at ease rather than put them on the spot.

5. Analysis — weighing the evidence and interview findings to identify what's consistent, what's contradictory, and what's actually been established.

6. Report and recommendations — a clear, well-evidenced report with practical recommendations you can act on with confidence.

Legal compliance
Every investigation is carried out in line with current employment law and the ACAS Code of Practice, so the process — and the outcome — will stand up to scrutiny, including at appeal or tribunal if it comes to that.
What I Investigate
•    Harassment, discrimination, and bullying — to protect a safe, respectful working environment
•    Misconduct and policy breaches, including allegations of unethical behaviour
•    Workplace conflict — disputes between employees, or between employees and management
•    Compliance concerns — potential breaches of employment law, safety regulations, or other legal requirements
Facing a situation that needs investigating? Get in touch in confidence to talk through next steps.