Workplace Investigation FAQ's

If the allegations, even if true, wouldn’t meet the definition of harassment or break a workplace policy, you might decide not to move forward with a full investigation. That said, these situations aren’t always clear-cut. It’s often a good idea to get some advice before making that call, just to make sure nothing important is being missed.

In most cases, yes. Even if a concern is raised informally, employers are still expected to take it seriously. What that looks like can vary. Sometimes a quick, limited review is enough, while other situations may call for a more formal investigation. We’ve written more about this in our blog if you’d like a deeper dive. Just click below.

Not always. Some workplaces handle investigations internally, especially if the situation is straightforward. That said, bringing in an external investigator can be a good idea if the matter is sensitive, involves senior employees, or if there are concerns about fairness or bias. We've written more about this in our blog. If you do decide to handle things internally, we can still support you with advice along the way.

Every situation is a bit different. Things like the number of witnesses, how complex the issues are, and how much information needs to be reviewed can all affect the cost. The best way to get an accurate idea is to reach out—we’re happy to talk it through and provide a quote.