Workplace & Employee Fraud Investigations

We support employers, HR teams, and solicitors across the UK. An allegation is a starting point for enquiry, not a finding of wrongdoing. We assess the question, the available material, and whether investigative work can help before agreeing a scope. Fieldwork, staffing, and travel are assessed for each instruction; see where we work for coverage.

What workplace investigation covers

• Internal investigation of suspected fraud, theft, expense abuse, or procurement-side conflicts of interest;
• Data-exfiltration cases where a current or former employee is suspected of taking customer lists, source code, designs, or other confidential information;
• Restrictive covenant enforcement — evidence of breach of post-termination restrictions, garden-leave obligations, or non-compete clauses;
• Workplace misconduct — bullying, harassment, undisclosed second jobs, conflict of interest, breach of policy;
• Pre-disciplinary fact-finding — establishing facts fairly before a hearing, with reference to the Acas Code of Practice.

When employers engage us

• A pattern of unexplained variances has appeared in a P&L line and the responsible team is small and trusted;
• A senior employee has resigned in unusual circumstances and clients are being approached;
• A whistleblower disclosure has been made and the employer needs an independent investigation that does not tip the subject off;
• An employee on long-term sickness leave is suspected of working elsewhere or running a competing business.

If a suspicion has only just formed, our guide on what to do when an employee is suspected of fraud covers the first days: what to preserve, who to tell, and what not to do before anyone is confronted.

How we investigate in the workplace

We work alongside your in-house legal, HR, or compliance function — and where appropriate, your external solicitors — to gather evidence in a form that supports an internal disciplinary process, a civil claim, a regulatory complaint, or a criminal report. Reports are structured to the standard expected by employment tribunals.

All work is conducted in accordance with the Employment Rights Act 1996, the Equality Act 2010, the Data Protection Act 2018, the Computer Misuse Act 1990, and where money laundering becomes a concern, the Proceeds of Crime Act 2002. We do not access systems we are not authorised to access; where we examine company devices, we agree written authority, a defined scope, and the applicable data protection safeguards. Employer ownership alone does not justify unrestricted access to personal accounts or communications.

Preparing an employer enquiry

Start with a short description of the concern, the question you need answered, the relevant location, and any deadline. Tell us whether HR or a solicitor is already involved. Leave employee names, allegations identifying individuals, and documents out of the initial public form; we agree a suitable channel for sensitive information.

We agree authority, scope, methods, reporting, and costs in writing before work begins. A background check on a prospective employee is a different instruction; see enhanced background screening.

Findings you can review

You receive a written report setting out the work undertaken, findings, supporting material, and limitations. It distinguishes evidence from inference and identifies unanswered questions. See what you receive for the report structure.

The employer remains responsible for employment decisions and a fair process, with legal advice where needed. The purpose of an investigation is to establish the facts fairly, including evidence from all sides; Acas guidance on workplace investigations explains that distinction. We do not promise a particular disciplinary or tribunal outcome.

For our full process, see how we work.