Resolve · Workplace investigation
Serious allegation? Establish the facts first.
When facts are disputed, allegations are serious, or an internal investigation has lost credibility, an independent investigation establishes what actually happened: impartially, professionally, and in a report written to withstand tribunal scrutiny. Once the facts are clear, the right next step usually is too.
Why independence matters.
An investigation can be thorough and still be challenged if its independence is in doubt. That risk rises when the investigator knows the people involved, works in the same line of management, or is close to the outcome.
An external investigation removes those questions. We check for conflicts of interest before accepting an instruction, follow a documented process with every stage recorded, and write a report designed to be read by a tribunal, not just an HR file.
What we investigate
- Grievance
Formal grievances
When a formal grievance is raised and the manager named in it can't investigate. Structured interviews, evidence review, and a findings report with conclusions and recommendations.
- Misconduct
Disciplinary and misconduct
Where the disciplinary process needs an independent investigation before any hearing, free of the conflicts of interest that make internal investigations fragile.
- Harassment
Bullying and harassment
Sensitive investigations that need skilled, careful interviewing, carried out in a way that minimises further harm while establishing a reliable account.
- Policy
Policy breach and financial misconduct
Including lawful, proportionate review of publicly available information, such as social media, where it is relevant to the allegation.
- Whistleblowing
Whistleblowing disclosures
Where a protected disclosure has been made, investigated with awareness of the legal protections involved and the particular care they require.
What we bring to an investigation.
Many investigations are rightly handled internally. Where the stakes, the seniority of the people involved or the sensitivity of the allegation are higher, this is what an independent psychology-led practice adds.
Psychology-informed interviewing
A grounding in psychology shapes how witness interviews are run: reducing leading questions, noticing inconsistency, and helping people give fuller, more reliable accounts.
Careful use of open-source evidence
Where relevant, a systematic and lawful review of publicly available digital information, particularly in harassment, policy breach and fraud cases.
Reports written for scrutiny
Structured reasoning, evidenced conclusions and a documented method throughout, so the report can be disclosed in tribunal proceedings if needed.
A route beyond the findings
An investigation is the start of resolution, not the end. The findings can lead straight into mediation, consultancy or organisational change without handing over to someone new.
How an investigation is carried out.
Every investigation follows a documented process, with each stage timed and recorded. You receive a written report with clear conclusions.
Scope and brief
We agree the scope, the questions the investigation must answer and who is involved, and set out the terms of reference in writing before anything starts.
Gathering evidence
Structured interviews with everyone relevant, a review of documents, and where appropriate a review of publicly available digital information. Interviews are recorded with consent.
Analysis
The evidence is weighed against each question. Where accounts conflict, they are assessed on the strength of the evidence, and the reasoning behind every conclusion is shown.
Written report
Terms of reference, method, a summary of the evidence, findings against each question, and conclusions, delivered to the person who commissioned the investigation.
Findings are reported only to the person who commissioned the investigation. Everyone who takes part is told in advance that what they say will be used in a written report, and why.
Investigation questions.
What organisations most often ask before commissioning an investigation.
When should we use an external investigator?
When the person being investigated is senior, when a manager has already been named in the complaint, when the organisation is too small for anyone internal to be impartial, or when the findings are likely to be challenged at tribunal. In each case, internal credibility is compromised before the investigation starts.
How long does an investigation take?
A standard grievance or disciplinary investigation usually takes two to four weeks from instruction to report, depending on the number of witnesses and the complexity of the evidence. We aim to work within your internal process timescales, and will tell you early if the scope makes that unrealistic.
What is open-source evidence, and when is it relevant?
It means the systematic, lawful review of publicly available information such as social media and online profiles. It can be relevant to alleged misconduct outside work, online bullying, or questions about the reliability of an account. Anything gathered must be relevant, proportionate and lawfully obtained.
Can the findings be used in a disciplinary hearing?
Yes. Investigation findings usually form the evidence for a disciplinary hearing, and our reports are structured to be used that way. The investigator can attend the hearing to present the findings if needed.
What does it cost?
It depends on the scope, the number of people to interview and the complexity of the evidence. We agree a fixed fee before the investigation begins.
What this often leads to
Facts first. Then the right next step.
Once the factual picture is clear, the appropriate next step is usually obvious.
Workplace mediation
When the findings point to a broken relationship rather than misconduct, mediation is often next, with the full picture now available.
Explore mediation ChangeOrganisational effectiveness
When the findings reveal wider conditions, such as management behaviour, culture or policy gaps, consultancy deals with them before it happens again.
Explore consultancy UnderstandWorkplace needs assessment
After an investigation, a needs assessment shows what conditions produced the incident, giving the wider picture a focused investigation can't.
Explore needs assessmentFacts first. Everything else follows.
Tell us what has been alleged and where your process stands. We'll tell you whether an independent investigation is the right step.