Independent Investigations & Reviews

Many matters are investigated well internally. External independence becomes more valuable when the people involved are senior, when internal investigators are close to those involved, when accounts conflict significantly, when the concerns carry governance or regulatory implications, or when the organisation needs others to have confidence that the process was genuinely impartial.

Timescales depend on the nature and complexity of the investigation. Once we understand your objectives, we provide a clear scope, expected timeframe and fee estimate before work begins.

Fees are agreed in advance and are based on the work required. Where possible, we offer fixed fees for defined pieces of work. For more complex or evolving investigations, we agree an appropriate budget or charging structure with you and keep you informed before any additional costs are incurred.

If the matter is urgent, let us know and we will advise what can realistically be achieved within your timeframe.

Terms of reference are agreed with those commissioning the work before the investigation begins. They set out the concerns or allegations to be examined, the questions the investigation needs to answer, who will be interviewed, the evidence to be considered, the reporting arrangements and the expected timetable.

If new information emerges that falls outside the agreed scope, it is raised with the commissioning party rather than pursued without agreement.

Where a matter concerns a senior executive, partner or Board member, particular care is taken over who commissions the work and to whom findings are reported, so that nobody connected to the matter is in a position to influence the process. That may mean working with a Chair, a Senior Independent Director or a Board Committee rather than through the usual executive line.

Yes. We can work alongside General Counsel, internal legal teams and external solicitors. Roles, lines of communication and reporting arrangements are agreed at the outset. Legal advisers advise the organisation; the investigation reaches its findings independently on the evidence.

Yes. We can be instructed directly by your solicitors and regularly work in support of legal matters.

Where an investigation is carried out for the purpose of existing or reasonably anticipated litigation, certain communications, reports and investigative work may be protected by legal professional privilege, including litigation privilege.

Whether privilege applies will depend on the circumstances and the purpose of the investigation. We are therefore happy to work under your solicitor’s instructions and follow their requirements for confidentiality, reporting and handling of information to help preserve privilege where applicable.

Our reports provide clear, evidence-based findings against the agreed terms of reference. Where appropriate and within scope, we can also identify procedural or organisational recommendations arising from the investigation.

Disciplinary and employment decisions remain with the client, through its own procedures. Keeping those roles separate protects the fairness of both the investigation and any process that follows.

Yes, where required. If an investigator’s evidence is relevant to the proceedings, we can provide a witness statement or report and attend a tribunal, hearing or appeal to give evidence about the investigation and our findings.

Any requirement to give evidence is discussed with you or your legal team in advance, including preparation, availability and any additional fees.

Yes. Sexual harassment matters can involve sensitive and distressing experiences. Our approach is designed to treat everyone involved with dignity, sensitivity and respect while maintaining the independence and objectivity of the investigation.

We aim to minimise unnecessary distress, explain the process clearly, avoid unnecessary repetition of sensitive accounts, and conduct interviews in a considered and appropriate manner. A trauma-informed approach does not mean making assumptions about what happened; our role remains to establish the facts fairly and impartially.

Information is shared only with those who need it for the purposes of the investigation. Participants are told how their information will be used, evidence is held securely, and the circulation of the report is agreed with the commissioning party in advance.

Our involvement does not have to end with the report. Where required, our investigators can support subsequent grievance, disciplinary or appeal proceedings and give evidence at an employment tribunal about the investigation undertaken and the findings reached.

Where it is within the agreed scope, we can also help the organisation consider wider implications for culture, leadership, relationships or process. Where relationships need to be rebuilt, Restorative Approaches can support the people and teams involved after the formal process has concluded.

People who raise concerns, and those who give evidence, need to be able to do so without fear of consequences. We protect anonymity as far as the process allows, share information only with those who need it, and take care to protect whistleblowers and witnesses from retaliation.

Where it would help, we can also advise the organisation on interim protections while the investigation is under way.