Workplace & Employee Fraud

What this service 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 — gathering an evidential record sufficient to meet the British Home Stores v Burchell standard before a hearing is convened.

When clients 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.

Our approach

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 each of: an internal disciplinary process, a civil claim, a regulatory complaint, or a criminal report. Reports are structured to meet the standards 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 do so under written authority from the employer.

For our full process, see how we work.