Workplace / HR investigations
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 and sensitivity these situations demand.
With over 25 years of HR experience, including complex and high-risk cases across Private & Public Sectors, I bring the independence, rigour and calm you need when serious workplace concerns require a formal investigation.
Where additional capacity or independence is needed, I can also draw on a network of trusted and experienced associate investigators.
Not every workplace issue requires a formal investigation. In many cases, concerns can be resolved through early intervention, mediation, facilitated conversations or conflict resolution support before positions become entrenched. If you are looking to resolve a workplace issue informally, please visit my Workplace Conflict, Mediation, Dispute Resolution & ACAS Support page to learn more.
My Approach to HR Investigations
Confidentiality and Sensitivity
I understand how difficult and stressful investigations can be for everyone involved. Confidentiality is maintained throughout the process, allowing individuals to speak openly and honestly while ensuring they are treated fairly and respectfully. This helps minimise disruption and reduces the risk of further conflict or distress.
Independence and Objectivity
As an external investigator, I bring complete independence and impartiality. I have no involvement in your organisation's internal relationships, politics or history, which helps ensure the process and findings are credible, objective and robust.
A Thorough, Methodical Process
Every investigation follows a structured and transparent process, ensuring findings are evidence-based and able to withstand scrutiny:
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Initial Assessment – Understanding the concerns raised and defining the scope of the investigation.
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Planning – Agreeing clear terms of reference, identifying evidence requirements and determining who should be interviewed.
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Evidence Gathering – Reviewing documentation, correspondence, policies and any other relevant information.
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Interviews – Conducting confidential interviews designed to gather facts while putting participants at ease.
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Analysis – Assessing all available evidence to establish facts, identify inconsistencies and reach balanced conclusions.
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Report and Recommendations – Providing a clear, evidence-based report with practical recommendations and next steps.
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Legal Compliance
All investigations are conducted in line with current employment legislation, organisational policies and the ACAS Code of Practice, helping ensure the process stands up to scrutiny, including appeals, external review or employment tribunal proceedings.
What I Investigate
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Harassment, bullying and discrimination complaints
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Misconduct and alleged policy breaches
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Whistleblowing concerns
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Grievances and workplace complaints
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Allegations of unethical behaviour
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Workplace relationship breakdowns and employee disputes
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Compliance concerns and potential legal breaches
Workplace Conflict and Relationship Issues
Where workplace conflict has already escalated into a formal grievance, complaint or disciplinary matter, an independent investigation may be required.
However, if issues are still at an early stage or there is an opportunity to repair working relationships, mediation or facilitated conflict resolution may be a more appropriate and cost-effective option.
➡️ Visit my Workplace Conflict, Mediation, Dispute Resolution & ACAS Support page to learn more about informal resolution, mediation, difficult conversations and ACAS Early Conciliation support.
Facing a situation that needs investigating? Get in touch in confidence to discuss your options and the most appropriate way forward.