Sector expertise
Corporate employers
Investigation support for employers, HR teams, boards, owners and risk functions addressing sensitive conduct and organisational concerns.
Discuss a matterClear evidence.
A brief matched to the decision
Work can address workplace allegations, employer or management conduct, director and executive concerns, conflicts of interest or misuse of resources. The purpose may be factual support within an internal process or a commissioned investigation with defined findings and reporting.
Appointment and accountability
The engagement identifies an authorised, appropriately unconflicted instructing party and reporting line. Terms of reference specify the questions, relevant policies, responsibilities and response arrangements. Requests for additional work are assessed and agreed against the scope.
A report your advisers can assess
Outputs may include statements, a source-linked chronology, factual findings and separate analysis. Missing material and unresolved questions remain explicit. The organisation and its advisers retain responsibility for employment, governance and legal decisions.
Expertise for your sector.
Relevant investigation services, selected around the questions in your brief.
Our reporting approach
A record you can follow.
A basis you can assess.
From the material question to the source record, our reporting connects the enquiry, witness accounts, relevant documents and analysis.
Commission with clarity.
Explore the scope, evidence requirements and practical considerations.
Separate the enquiry from the organisational decision.
An employer may need factual assistance within an internal process or a commissioned investigation addressing defined allegations. State which arrangement is intended. Identify who holds the process responsibility, who will assess the report and who can approve any additional work. This is particularly useful when a concern involves a senior manager or the usual reporting line.
The brief can distinguish alleged conduct, the circumstances in which it is said to have occurred and the policy or factual questions to be examined. It should allow competing accounts to be considered without directing a preferred conclusion.
Plan around the relevant sources.
Relevant material may include workplace communications, incident records, approvals, rosters, declarations and witness accounts. Each should have a clear relationship to the commissioned questions. Consider accessibility, interpreter and response arrangements when the work is planned, and agree how sensitive records will be supplied.
Where a concern also relates to a workers’ compensation claim or commercial dispute, the enquiries may share sources while supporting different decisions. Keep the purpose and reporting requirements of each instruction clear.
Before we begin
Your questions, addressed.
Practical questions.
Can the organisation retain the overall process?
Yes. A defined task can support an internally managed investigation. The appointment should identify the retained responsibilities and the investigator’s agreed role.
Can the enquiry consider management conduct?
Yes. The scope can address conduct at different organisational levels, with an appropriate instructing authority, reporting line and conflict assessment.
Begin with a clear brief
Discuss the proposed scope.
Leave your contact details and select the relevant service and jurisdiction. We will discuss your requirements and the decision the evidence will support.