When allegations are serious, confidence in the investigation matters as much as the outcome. We conduct fair and proportionate workplace investigations, assess the available evidence carefully and produce clear findings that decision-makers can understand and use.
This service is useful when
- a grievance or complaint involves serious or disputed allegations;
- the organisation needs an investigator who is independent of the management chain;
- allegations involve bullying, harassment, discrimination, safeguarding or senior employees;
- internal relationships or previous decisions may undermine confidence in an internal process;
- the organisation needs a clear evidence record before deciding what happens next.
How the work is run
-
Scope
We agree the terms of reference, allegations, decision-making boundaries, relevant policies and the practical arrangements for the investigation.
-
Evidence
We review documents, identify witnesses and conduct structured interviews in a way that is fair to all parties.
-
Analysis
Evidence is assessed against the agreed questions and the applicable standard of proof. Conflicts, gaps and limitations are explained rather than concealed.
-
Report
You receive a structured report setting out the evidence, findings, reasoning and any practical recommendations within the investigator's remit.
-
Outcome support
Where required, we brief the decision-maker, support process planning and explain what further steps may be needed. Any appeal review is scoped separately to preserve appropriate independence.
What you can expect
- an agreed investigation plan and terms of reference;
- proportionate evidence gathering;
- structured witness interviews;
- clear records and procedural safeguards;
- a reasoned written report;
- honest explanation of evidential gaps or limitations;
- regular progress updates against an agreed timetable.
Timing
Timescales depend on the number of allegations, witnesses, documents and participant availability. We agree a realistic timetable at the outset and tell you promptly if the evidence requires it to change.
Working with HR and legal advisers
We can work alongside an existing HR team or solicitor. The investigator's role, any issues of legal privilege and the responsibilities of the decision-maker should be agreed before evidence is gathered.
Engagement and fees
We agree the scope, likely timetable and fees before work begins. Fixed fees are available where the work can be defined clearly.
Related policies
A well-run investigation is supported by clear grievance, disciplinary, dignity-at-work, whistleblowing and safeguarding procedures. Browse the relevant packs or request a review of your existing framework.
The same method in Enyalius
Enyalius, the case platform we are building, encodes this method: evidence linked to the allegation it speaks to and marked as supporting, contradicting or neutral, a chronology that is added to rather than rewritten, and restricted material sealed until access is deliberately granted.
Common questions
How independent is the investigation?
Independence is agreed at the outset. We identify any prior involvement or conflict and make clear which decisions remain with the organisation.
What does the final report contain?
The report normally records the scope, process, evidence considered, factual findings, reasoning, limitations and any recommendations permitted by the terms of reference.
Can you investigate a senior employee or chief executive?
Yes, subject to a clear commissioning and reporting structure that protects the integrity of the process and the independence of the investigator.
This page describes an approach rather than a fixed product. Scope, and whether this is the right service at all, are established in the first conversation. Nothing here is legal advice.