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.
For our full process, see how we work.
Common questions
Will the employee find out they are being investigated?
We agree confidentiality and communication arrangements with your legal, HR, or compliance team. We cannot promise the employee will remain unaware; data protection and a fair disciplinary process may require information to be shared at an appropriate stage.Can the evidence be used at a disciplinary hearing or tribunal?
The findings may support an internal process or proceedings. We agree the intended use and report requirements at scoping. The decision-maker or tribunal assesses the evidence, and the employer remains responsible for a fair process.Can you investigate an employee on sick leave who is suspected of working elsewhere?
Yes, and it is a common instruction. Evidence is gathered proportionately and within the Employment Rights Act 1996, the Equality Act 2010, and data protection law. If a step would be disproportionate, we say so before taking it.More general questions about cost, timescales, and evidence are answered on our FAQs page.