The answer will depend on several factors, including the nature and seriousness of the grievance/allegation; the seniority and role of the individual(s) involved; the potential for wider operational and reputational damage; and whether your organisation has the resources and expertise to conduct a thorough, unbiased investigation in-house.

Where an allegation of misconduct is made against an employee, the law requires the employer to conduct a reasonable investigation to establish the facts relating to the allegation before reaching a decision about what action to take. A fact-finding investigation may also be required where an employee raises a grievance or some other type of complaint, such as bullying, discrimination or harassment, to enable the employer to have a clear understanding of the circumstances and to take appropriate action to resolve it.

The most significant benefit is that an external specialist will deliver an impartial, objective and robust investigation that will stand up to scrutiny and enable the organisation to make fair, informed decisions about the subsequent course of action. Other benefits include reducing the operational impact of the investigation because the organisation is not committing in-house resource, and a specialist investigator will work to an efficient brief, protecting against potential reputational damage and removing the potential accusation of internal bias.

Engaging an external, professional investigator in fact mitigates against the risks associated with workplace investigations, which include the possibility of an unfair process that undermines the outcome; an inefficient process, which negatively impacts on operations; and bias associated with one employee investigating another.

At ibex gale, our credibility as investigators is built on our ability to remain impartial and objective in every investigation. While we are commissioned by organisations, our approach is built on a foundation of integrity and transparency, and we pride ourselves on working exclusively with organisations that value the pursuit of truth.

To address potential biases, both conscious and unconscious, our investigators undergo regular training focused on identifying and mitigating these biases, equipping them to approach each investigation with an open and objective frame of mind.

We also implement a robust peer review system that helps to challenge assumptions and reinforce objectivity. Every investigation is thoroughly examined at each key stage by a senior team member, ensuring that all evidence and conclusions are scrutinised and stand up to challenge. In addition, we seek external validation of our processes, having obtained certification to the British Standard for the Provision of Investigative Services (BS:102000), which further demonstrates our commitment to impartiality, transparency and high standards.

We are acutely aware that our investigation reports are subject to rigorous scrutiny from various stakeholders, including decision-makers, subjects of the investigation, trade unions, lawyers and external regulators and judicial bodies. To support transparency and accountability, the evidence that supports our findings is appended and cross-referenced in the investigation report.

Our reports deliver clear, evidence-based findings. While we don’t dictate decisions, we can provide recommendations where appropriate to help guide next steps.

Our highly qualified workplace investigators have a strong combination of professional qualifications, alongside sector-specific training and the necessary skills and experience. They bring a wealth of expertise from legal, HR and Police backgrounds, and they understand the fundamental investigation principles, such as confidentiality, timeliness and rules of evidence. Their in-depth knowledge of technical employment law is a strength in workplace investigations, and all are highly trained in investigation methodology, gathering evidence, interview techniques and making impartial decisions.

Our investigators also have exceptionally strong communication skills and are able to handle sensitive situations with empathy.

The investigation will follow a clear process through which relevant information is gathered to enable the organisation to understand the facts surrounding a grievance or allegation and subsequently to make informed and fair decisions about what action needs to be taken as a result.

While no two investigations are identical, the process that most investigations follow is similar. However, the approach we take will always be bespoke to your organisation and to the issue being investigated. Workplace investigations cover a diverse range of issues including grievances and allegations relating to standards of conduct, harassment, discrimination, bullying and whistleblowing.

Our investigators have significant experience operating in this specialist field and will recommend the process and approach most suitable for your situation, whilst being mindful to minimise any operational impact on your business.

After agreeing the terms of reference, the investigator will establish the facts of the incident by gathering information from the parties involved through interviews and by reviewing documents and other evidence. They will then analyse the evidence and prepare an investigation report designed to support the organisation in making informed decisions regarding next steps and reaching a resolution.

Because each investigation is unique, we agree clear terms of reference before we begin, so that you are aware of the process involved and the time we expect the investigation to take – which will usually depend on the complexity of the case being investigated.

The findings of an investigation are typically presented in a detailed written report comprising an executive summary, methodology, evidence-based findings, conclusions, recommendations (if required) and appendices. Reports are usually confidential, although they can be made public, for instance where the report is referred to in Employment Tribunal proceedings.

Once our investigation has concluded and our report has been submitted, the organisation will determine whether further action is needed to resolve the issue. The investigator can attend internal hearings to present the findings of their report and answer questions about the investigation, and we can also attend Employment Tribunal hearings to give evidence about the investigation, if necessary.

At ibex gale, our team of expert workplace investigators are qualified, skilled and highly experienced in every aspect of the investigation process. We deliver ethical investigations that are unbiased and professional, resulting in a comprehensive, balanced and robust investigation report that will enable the organisation to address issues fairly and with confidence.

We are one of the few investigation providers accredited to the British Standard for the Provision of Investigative Services (BS:102000), which we consider to be a vital part of our commitment to impartiality, professional rigour and excellence in our investigation work.

BS:102000 is the British Standards code of practice for investigative services, setting out guidelines and recommendations for the management, conduct, staffing and accountability of private investigative agencies. Every year ibex gale undergoes a comprehensive audit to ensure that we remain compliant with the highest industry standards.

To achieve the British Standard BS:102000 accreditation, ibex gale has demonstrated the following:

1. Our systems and protocols align with the codes of practice of the Association of British Investigators (ABI) of which we retain membership.

2. We have a sound knowledge and understanding of relevant investigative legislation.

3. We take a structured, impartial and secure approach to investigative services from receipt of initial enquiry through to provision of final report, including how quality standards are maintained throughout the process.

4. Our business has all the necessary financial and insurance supports the standard requires.

5. We have defined Ethics and Standards and Modern Slavery statements, we work to a Code of Conduct, and we have a process driven complaints system.

6. We are registered with the ICO and have secure levels of data security evidenced by our robust IT systems and Cyber Essentials accreditation.

7. We have a defined organisational structure and effective management in place. All our employees undergo high level screening and vetting procedures that align to the requirements of the BS:7858 code of practice.

8. We give our employees clear guidance on policies and procedures across all aspects of the business and provide regular training to ensure their skills and knowledge in Investigations are of the highest standards possible.