Investigations
We provide independent, fair and legally compliant workplace investigations for charities, social enterprises and purpose-led organisations. Whether you’re dealing with grievances, harassment, policy breaches or misconduct, we help you establish facts impartially and guide you through next steps.
Issues we Investigate
Employee Misconduct
Our HR Consultants look into situations where an employee may have behaved inappropriately or violated workplace expectations, including:
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Harassment or unwanted behaviour
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Discrimination or biased treatment
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Bullying, intimidation, or aggressive conduct
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Conflicts of interest or ethical concerns
We gather accounts from those involved, review evidence, and provide an impartial assessment.
Violations of Workplace Rules
When organisational policies may have been broken, our HR consultants help determine:
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How the incident occurred
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Whether the policy was clear and applied consistently
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Whether the violation was intentional or due to misunderstanding
Examples include misuse of the organisation’s property, confidentiality breaches, or repeated attendance issues.
Leadership or Team Conflicts
Organisations often bring in an outside HR specialist when tensions are disrupting productivity. Investigations might explore:
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Breakdowns between managers and their teams
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Communication problems
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Claims of favouritism or unfair treatment
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Patterns of problematic leadership behaviuor
The focus is on identifying root causes, not just symptoms.
Pay, Job Classification, and Legal Compliance
Our HR Consultants may conduct audits to determine whether:
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Employees are being correctly classified (exempt vs. non-exempt, contractor vs. employee)
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Pay decisions are fair and legally compliant
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Required labor practices are being followed
These reviews are less about wrongdoing and more about reducing legal risk.
Culture, Morale, and Workplace Climate
Some investigations examine the overall health of the work environment, such as:
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Why turnover is increasing
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Whether employees feel psychologically safe
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How inclusive and equitable the culture feels
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Whether workloads and expectations are sustainable
These assessments often combine interviews, surveys, and observation.
Performance Related Concerns
When performance issues escalate into disputes, consultants might review:
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Whether expectations were clear
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Whether the manager provided proper support and feedback
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Whether bias or personal conflicts may be involved
The goal is to determine if the performance process has been handled fairly.
Procedural and Policy Gaps
Sometimes the “investigation” is about whether HR systems themselves are working properly. Our HR Consultants may examine:
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Hiring and onboarding processes
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How employee records are managed
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Whether policies are outdated or inconsistently enforced
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Gaps that expose the company to risk
This helps organisations strengthen their internal HR operations.
Ethical or Financial Misconduct (in Collaboration With Legal or Finance)
Although not always the primary investigators, HR Consultants may assist in cases involving:
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Expense abuse
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Timesheet manipulation
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Misuse of authority for personal gain
Their role is often to handle the people-related aspects while other departments handle the financial or legal components.
Whistleblowing Disclosures
Whistleblowing concerns usually involve serious wrongdoing that an employee believes is in the public interest to report.
Our HR Consultants conduct whistleblowing investigations into disclosures that qualify as whistleblowing:
- Health and safety risks that could put employees, customers or the public at risk
- Financial wrongdoing, such as fraud, theft or misuse of company funds
- Breaches of legal obligations or regulatory requirements
- Environmental damage caused by business activities
- Attempts to conceal wrongdoing or falsify records
- Systemic workplace misconduct, including failures to address serious complaints
- Sexual harassment or other serious misconduct where the issue indicates a wider organisational problem or risk
Read Our Articles On Handling Whistleblowing Disclosures
How to Get Started
If you need support with an investigation, contact us on 08004947749 or email hello@specialisedhr.co.uk, or complete our enquiry form. We will respond promptly and treat your enquiry with the utmost confidentiality.
Grievance Investigation Process
At Specialised HR, we support organisations in managing grievances effectively, ensuring fairness, compliance, and clear documentation.
Best Practice Grievance Process
- Receive the grievance – Usually in writing, outlining the issue, key dates, people involved, and desired outcome.
- Acknowledge receipt – Confirm the grievance has been received, explain the process, and provide an overview of what will happen next.
- Assign an impartial investigator – Someone not involved in the grievance who can gather facts objectively.
- Create an investigation plan – Identify the key issues, witnesses, documents to review, interview order, and timelines.
- Hold the grievance meeting – Employee explains their grievance, submits evidence, identifies witnesses, and clarifies their account. This usually acts as their main interview.
- Conduct the investigation – Gather evidence from witnesses, documents, and other sources. Follow up with the employee if new points arise.
- Prepare the investigation report – Summarise findings, include interview notes and supporting evidence, and provide recommendations to the grievance hearing manager.
- Hold the outcome meeting – The manager shares the findings, explains the decision, and outlines next steps.
- Issue the written outcome – Provide a detailed letter summarising the grievance, evidence, decision, and the right to appeal.
- Appeal stage – Managed by someone independent of the original investigation. Additional evidence may be reviewed, and a final decision is issued.
Supporting You With Grievance Process Compliance
Contact us for support with any aspect of the grievance process, ensuring that you are complying with employment laws, following due process and best practice.
Help Your Team Navigate The Grievance Process
Investigations can be very unsettling for your team, so getting it right with as much sensitivity and confidentiality is really important. We help to guide you through the legalities so that your team can deal with the process in an efficient and productive way.
Grievance Investigation FAQs
Q. Can the employee who raises a grievance decide whether a formal investigation happens?
A: Employees can choose how to raise concerns informally or formally. Once a formal grievance is submitted, it is the employer’s responsibility to decide how it will be handled.
Employers must assess the situation to determine whether:
– A full, structured investigation is necessary
– A shorter fact-finding process will suffice
– The matter can be resolved informally (only with the employee’s agreement)
Even if the employee prefers an informal approach, a formal investigation may still be required, for example if:
– The allegations are serious or complex
– Legal, regulatory, or safeguarding issues could arise
– Other employees are involved
– Misconduct is suspected
– There are risks to health, safety, or organisational standards
The employer must ensure that any concerns are reviewed thoroughly and appropriately.
Q: Can an employee prevent an investigation?
A: While an employee can express their preference, they cannot stop an investigation if:
– The grievance involves serious matters
– Legal or procedural obligations must be met
– Evidence needs to be gathered
– The matter affects other staff
– Company policy or duty of care requires it
If an employee does not participate, the employer can continue the investigation using available evidence.
Q: Can the employee choose whether to participate?
A: Participation is voluntary, but opting out may limit the employee’s ability to clarify their concerns or support their grievance. The investigation continues regardless.
Q: What should employers do if an employee refuses to engage?
A: If an employee does not cooperate:
– Explain the purpose and expectations of the investigation
– Offer reasonable alternatives (e.g., different meeting times or formats)
– Make clear the process will continue and decisions will rely on available evidence
– Document all communication and attempts to involve them
– Follow policy to ensure fairness for all parties
Non-participation does not prevent a conclusion from being reached.
Q: How should we explain that a formal investigation is required?
A: Communication should be clear, factual, and supportive. Key points to cover include:
– The grievance has been reviewed
– Reasons why a formal investigation is necessary (e.g., seriousness, complexity, others involved)
– Assurance of a fair, confidential process
– Next steps, timescales, who will be involved, and how information will be gathered
– Opportunity for the employee to ask questions or raise concerns
The goal is to ensure understanding and maintain confidence in the process.
Q: If a grievance meeting has already been held, do we still need to interview the employee?
A: Yes. The grievance meeting usually serves as the employee’s main interview. It provides a structured opportunity to:
– Explain their concerns in their own words
– Present any evidence
– Identify witnesses
– Clarify any points in their written statement
Q: Do grievance meeting notes form part of the investigation report?
A: Yes. Notes from the grievance meeting are considered formal evidence and are included alongside witness interview notes in the investigation report.
Independent Safeguarding and Workplace Investigations Delivered with Fairness and Care
We take time to understand the situation, gather evidence thoroughly and speak with everyone who needs to be heard. Our process is balanced, transparent and grounded in best practice, giving you clarity on what has happened and what steps to take next.
When concerns arise in the workplace, you need a clear, fair and expertly managed process you can trust. Our specialist investigators provide independent, unbiased support to help you navigate even the most sensitive issues with confidence.
Workplace Investigations
From grievances, misconduct and whistleblowing to performance-related concerns, our workplace investigations are designed to bring clarity to complex situations.
We gather evidence impartially, interview relevant parties with care, and present balanced findings that stand up to scrutiny. Whether you’re dealing with a single allegation or a wider pattern of issues, we help you resolve matters quickly and fairly, while minimising disruption to your team.
Safeguarding Investigations
When safeguarding concerns are raised, acting promptly and appropriately is essential. Our team handles these cases with the discretion, sensitivity and specialist expertise they require.
We manage each step of the investigation process, ensuring that all actions prioritise wellbeing, safety and compliance. Our approach supports organisations to meet their duty of care while maintaining transparency and trust.
How Our Investigation Process Works
Step 1 – Initial assessment and scope
Step 2 – Evidence gathering (witness statements, documents, CCTV if applicable)
Step 3 – Interviews & fact-finding
Step 4 – Report & recommendations
Why Choose Us
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Over 25 years of HR experience across sectors.
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Independent and impartial investigations — no conflicts of interest.
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Confidential handling of sensitive cases.
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Advice tailored to the needs of charities, social enterprises and purpose-led organisations.
What You Receive
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Detailed investigation report with evidence log.
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Clear findings of fact.
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Recommendations (if required) and suggested next steps.
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Support (if needed) in implementing outcomes or policy review.
Reach Out To Begin
We’re here to guide you through the investigation process and ensure an efficient and constructive outcome for your business.
When to Use an External Workplace Investigator
Reduce to risk of an employment tribunal claim
Reduce stress and strain on management
When managers are not suitably qualified or there is a conflict of interest
Workplace and safeguarding investigations
Sometimes Appointing An External Investigator Is Essential
There are situations where bringing in an independent investigator is not only advisable but essential. These typically include:
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Serious allegations involving senior leaders
When concerns relate to a director, senior manager or another high-level figure—especially where the allegations involve sexual misconduct or other serious behaviour—an external investigator ensures the process remains fair, transparent and free from internal influence. -
Sensitive issues requiring specialist experience
Some cases involve complex cultural, organisational or behavioural issues that an internal manager may not have the experience or confidence to explore fully. An external specialist can approach these matters with the necessary skill, neutrality and sensitivity. -
Risk of reputational damage or public scrutiny
If the situation could attract media attention or impact the organisation’s reputation, using an independent investigator demonstrates that the matter is being taken seriously and handled with the level of professionalism expected by staff, stakeholders and the public. -
Potential for significant legal consequences
Where the findings may lead to high-level legal action, an impartial and well-documented investigation helps show that the organisation acted responsibly. A thorough external review can strengthen your position should a claim be brought later.
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Investigation Process FAQs
How Will The Investigator Handle The Investigation?
Your investigator will work independently and without bias, taking a balanced view of all the information available. They will review relevant documents, examine supporting evidence and consider any details that challenge or contradict the claims made.
They will reach out to everyone involved to explain the process clearly and ensure they understand what to expect. As part of the investigation, the investigator will conduct interviews with key witnesses and with the individual whose behaviour or actions are being questioned.
What Is The Role Of An Investigator?
The investigator’s primary responsibility is to approach every stage of the process with fairness, objectivity and a clear focus on the facts. They gather all information that may be relevant to the case, which can include reviewing documents, examining records, taking statements from witnesses and the alleged, or individual raising the concerns.
Their aim is to build an accurate picture of what has happened so your organisation has the evidence it needs to make a well-informed decision. In situations that may lead to disciplinary action, the investigator will determine whether the available evidence indicates that there is a case to answer at a disciplinary hearing.
What Should Employers Look For When Appointing Investigators?
When choosing someone to lead a workplace investigation, it’s important to ensure they have strong experience handling sensitive, complex HR matters. At the very least, they should understand recognised best-practice standards for conducting investigations and be confident applying them in real situations.
It’s also valuable for the investigator to have a solid grasp of your sector, the roles involved and any legal or regulatory considerations that may affect the case. This background knowledge helps them ask the right questions, interpret evidence appropriately and produce findings that stand up to scrutiny.
How Much Does An Investigation Cost?
The cost of an investigation depends on the time required to complete it thoroughly and fairly. Some cases are straightforward and may take around six hours of work, while more complex matters,where multiple people need to be interviewed, evidence must be reviewed in detail, or external organisations are involved can take 10-30 hours or more.
Our time includes preparing interview questions, meeting with all relevant parties, reviewing documents, drafting statements, and producing a clear, comprehensive report. Each report also includes practical recommendations to help you address the issue and reduce the likelihood of similar concerns arising in the future.
To give you an accurate estimate from the outset, we ask that you share all available information and evidence when you appoint us. This helps us understand the scope of the work and provide a realistic indication of cost before the investigation begins.
Arrange An Investigation
If you need support with an investigation, contact us on 0800 49 477 49 or email hello@specialisedhr.co.uk, or complete our enquiry form. We will respond promptly and treat your enquiry with the utmost confidentiality.