Independent Workplace Investigations.
When a complaint, grievance or allegation requires formal investigation, appointing an independent external investigator can protect the fairness of the process and confidence in the outcome.
Through Equitas Investigate, we provide independent workplace investigation services for employers, HR teams and legal advisers across the UK. We investigate allegations involving bullying, harassment, discrimination, whistleblowing, misconduct and policy breaches.
Our investigators gather and assess the available evidence, interview the relevant parties and produce a clear, balanced report against the agreed terms of reference. The employer then has a reliable basis for deciding what should happen next.
Independent Support for Sensitive Workplace Matters.
Specialist External Workplace Investigators.
A workplace investigation is a structured process used to establish the facts surrounding a complaint, grievance or allegation. It should gather relevant evidence from all sides, treat the people involved fairly and help the employer make an informed decision.
An external investigator is appointed from outside the organisation and has no previous involvement in the matter. This can be particularly important where the allegations are serious, senior employees are involved or an internal investigator could face an actual or perceived conflict of interest.
It can also relieve HR teams and managers of a sensitive, complex and time-consuming responsibility, while giving employees greater confidence that the evidence will be considered impartially.
Equitas Investigate works to clearly defined terms of reference, providing an independent examination of the evidence without taking over the employer’s responsibility for any disciplinary, grievance or organisational decision that follows.
Make an Enquiry & Speak With an Investigator
If you’re an employer, HR professional or legal adviser seeking independent support with a workplace investigation, contact Equitas Investigate to discuss the situation in confidence. We’ll explain how the investigation process works, the information we’ll need and the likely next steps.
- Our Independent Workplace Investigations Include:
- Bullying and Harassment Investigations
- Allegations of bullying, harassment, intimidation or inappropriate behaviour involving colleagues, managers or other people within the workplace.
- Discrimination Investigations
- Complaints involving protected characteristics, discriminatory conduct, unequal treatment or concerns about workplace decisions and practices.
- Whistleblowing Investigations
- Protected disclosures and concerns involving wrongdoing, regulatory failures, unsafe practices or other matters requiring careful and impartial examination.
- Employee Grievance Investigations
- Formal employee grievances where the issues are complex, sensitive or would benefit from independent external review.
- Disciplinary and Misconduct Investigations
- Allegations of employee misconduct, serious misconduct or behaviour that may breach organisational standards and require formal investigation.
- Policy and Conduct Breach Investigations
- Possible breaches of company policies, codes of conduct, professional requirements or regulatory responsibilities.
How Our Workplace Investigation Process Works.
Clear Scope, Fair Process and Balanced Findings.
Every investigation begins by agreeing clear terms of reference. These define the allegations or issues to be investigated, the investigator’s remit, the questions that need to be answered and whether recommendations are required.
We then develop an investigation plan and review the available documents and evidence. This may include correspondence, policies, meeting records, digital communications and other information relevant to the allegations.
The investigator interviews the complainant, the respondent and any relevant witnesses. Each person is given an appropriate opportunity to explain their account and respond to evidence concerning them.
Once the evidence has been gathered, it is assessed carefully and even-handedly. We prepare a structured investigation report explaining the evidence considered, our analysis and the findings reached against each allegation.
The report is provided to the commissioning organisation, giving the employer a clear basis for deciding whether formal action, informal resolution, further investigation or no further action may be appropriate. Where agreed within the terms of reference, we can also provide proportionate recommendations and post-investigation support.
- Who Our Workplace Investigations Support:
- Employers, directors and senior leadership teams
- HR teams and people professionals
- Corporate organisations and SMEs
- Public sector bodies and local authorities
- Charities and mission-driven organisations
- Legal advisers and governance professionals
When Should You Appoint an External Workplace Investigator?
An external workplace investigator may be appropriate where the allegations are serious or complex, where senior employees or directors are involved, or where there is no suitable internal person with the necessary independence, experience or capacity.
Independent support may also be advisable where an internal conflict of interest exists, previous handling of the matter has been challenged or employees may reasonably question whether an internal investigation can be impartial.
Bringing in an external investigator creates a clear separation between the fact-finding process and the organisation’s internal relationships. It also allows HR teams and managers to retain responsibility for supporting employees and managing the procedures that follow.
Not every workplace matter requires external investigation. We’ll discuss the circumstances with you, explain the available approach and help establish a proportionate scope before work begins.
Why Choose Equitas Investigate?
Accredited, Experience Investigators
Our professionally accredited and qualified investigators are experienced in managing sensitive complaints, complex evidence and difficult workplace interviews.
Independent, informed and Impartial
We have no connection to the people or events involved. Evidence is considered fairly, and findings are based on the information gathered during the investigation.
Fully Confidential and Discreet
Sensitive information is handled carefully and shared only where required by the investigation process, the organisation’s responsibilities or the rights of those involved.
Structured and ACAS-Aligned
Our investigation methodology uses clear terms of reference, proportionate evidence gathering, fair interviews and structured reporting aligned with established workplace investigation principles.
Every investigation is shaped around the circumstances of the organisation and the allegations being examined. Equitas Investigate provides nationwide support, with remote, in-person and hybrid delivery available where appropriate.
Workplace Investigations: Frequently Asked Questions
What is an independent workplace investigation?
An independent workplace investigation is a structured and impartial examination of a complaint, grievance or allegation carried out by an external investigator with no previous involvement in the matter. The investigator gathers relevant evidence, interviews the people involved and produces a report setting out clear findings against the agreed terms of reference.
When should an employer appoint an external workplace investigator?
An external investigator may be appropriate when allegations are serious or complex, senior employees are involved, an internal conflict of interest exists or no one within the organisation has the necessary independence, experience or capacity. Independent support can also help where employees may reasonably question the impartiality of an internal investigation.
What types of workplace allegations can Equitas investigate?
Equitas Investigate can examine allegations involving bullying, harassment, discrimination, whistleblowing, employee grievances, misconduct, disciplinary matters and possible breaches of workplace policies or codes of conduct. We agree the precise scope and terms of reference with the organisation before the investigation begins.
What happens during a workplace investigation?
The investigation begins with clear terms of reference and an investigation plan. The investigator reviews the available documents and evidence, interviews the complainant, respondent and relevant witnesses, and gives the parties an appropriate opportunity to respond. The evidence is then assessed and a structured report is produced, explaining the findings reached against each allegation.
What makes a workplace investigation fair and defensible?
A fair and defensible investigation has a clearly defined scope, gathers relevant evidence from all sides, follows a consistent process and reaches findings supported by that evidence. The investigator should remain impartial, keep an open mind, give those involved an appropriate opportunity to respond and document the reasoning behind each conclusion. The process should also reflect the organisation’s policies and applicable ACAS guidance.
How long does a workplace investigation take?
Timescales depend on the complexity of the allegations, the number of people involved, the volume of evidence and the availability of witnesses. A straightforward investigation may take a few weeks, while a complex matter involving several allegations or participants can take longer. We agree a realistic timetable at the beginning and provide updates if circumstances affect it.
Is a workplace investigation confidential?
Workplace investigations are handled with confidentiality and discretion, with information shared only where it is necessary for the investigation, the organisation’s responsibilities or the rights of those involved. Complete secrecy cannot always be guaranteed because allegations and evidence may need to be put to other participants so they can respond fairly. Confidentiality expectations are explained as part of the investigation process.
What happens after the investigation?
Equitas Investigate provides the commissioning organisation with a structured report setting out the evidence considered, the analysis and the findings reached. The employer remains responsible for deciding what action should follow. Depending on the findings, this could include a disciplinary or grievance procedure, informal resolution, further investigation, workplace mediation or no further action.
How much does an independent workplace investigation cost?
Equitas workplace and corporate investigations start from £1,395. The final cost depends on the complexity and scope of the allegations, the number of witnesses, the volume of evidence and the reporting requirements. We discuss the matter with you and provide a clear quotation based on the work required.
Need an Independent Workplace Investigation?
Talk to Equitas Investigate about your situation in confidence. We’ll explain how an external workplace investigation works, help establish the appropriate scope and provide a clear quotation based on your requirements.