The need for a workplace investigation can arise in a number of circumstances, from disciplinary or grievance matters to whistleblowing.
Conducting an investigation swiftly and effectively will save your organisation time and resources as well as improving your defence in the Employment Tribunal should a claim later arise.
Different circumstances require different approaches, and sometimes an external investigation is the preferred option especially if you wish to minimise business disruption by allowing in-house resources to be directed elsewhere, the need for impartiality or to signal that the business takes a particular issue seriously.
An external investigation can protect confidentiality and minimise unnecessary speculation and allegations of a pre-determined outcome. A third-party perspective is particularly important in complex or delicate cases, especially where issues pertain to senior management or HR.
No matter how you wish to run your investigation, we can help you with:
We will discuss the scope of the required investigation and identify any internal policies that need to be complied with, as well as helping identify key witnesses and documents. We can provide you with a comprehensive analysis of the legal and factual issues involved, as well as any associated legal or reputational risks.
Wherever complex legal issues arise as part of the investigation, such as the argument for legal privilege, data protection concerns and witness anonymity, we will support you in tackling these.
At the end of the investigation, we will help ensure that you are in the best possible position to take any necessary response steps and in planning to prevent similar issues from arising again.