Workplace investigations
When a serious workplace concern or complaint is raised, an independent investigation can provide clarity about what happened and give the organisation a sound basis for deciding what comes next.
I work with organisations to investigate workplace concerns through a clear, fair and proportionate process. My role is to assess the evidence and reach reasoned findings within the agreed scope.
Backed by a law degree and substantial investigative experience, I bring discipline and rigour to the process: asking careful questions, analysing evidence objectively and considering different accounts.
I also recognise that those involved may be navigating one of the most difficult experiences of their working lives. My trauma-informed approach shapes how I communicate, pace interviews and ask difficult questions, with care taken to support people's participation.
Discuss an investigationWhat to expect
Each matter is different. The key stages will usually include:
Initial scoping and planning
I work with the organisation to understand the concerns raised, clarify what needs to be investigated, and agree a clear scope and terms of reference. This helps keep the process focused, proportionate and fair.
Gather information
I gather relevant documents, information and policies as appropriate to the agreed scope.
Speak with relevant people
Interviews are structured but not rigid, giving people space to explain what happened while allowing me to clarify, probe and test the evidence. I pace interviews thoughtfully and communicate clearly throughout.
Assess and analyse
I assess the evidence objectively, considering the different accounts, context and reliability of the information before me. I apply the relevant standard of proof and reach clear, reasoned findings.
Report
I provide a written report setting out the evidence, analysis and findings. The organisation remains responsible for deciding what happens next.
Is an investigation the right next step?
An investigation addresses questions about what happened. Mediation supports a conversation between people, while conflict coaching supports an individual to consider their own response.
The appropriate process depends on the concerns raised and the circumstances. If you are unsure where to start, get in touch for an exploratory conversation.
Discuss an investigation