Workplace investigations


Human rights and other violations are extremely delicate to handle and require discretion and expertise to investigate. A profound understanding on the part of the investigator of human rights legislation both from a federal and provincial perspective is necessary. Our workplace investigations are conducted by our national network of senior consultants with experience in law and/or human resources. Investigating consultants have many years of experience in their field and possess untarnished reputations with regards to fairness and balance of judgment.

As an organization, you are required to investigate any complaint in an attempt to uncover what has occurred. Due diligence at the onset of a complaint will demonstrate that you tried to mitigate and/or avoid any further impact caused by allegations of harassment and/or discrimination.

Workplace investigations are positioned to address specific complaint(s) and are undertaken in an attempt to determine if the allegations are factual. Interviews are conducted with the complainant, respondent, and witnesses. The witnesses are selected by the complainant and respondent as well as by the organization.

An external third party investigation may be helpful and/or required when a formal complaint about a specific workplace issue has been made in one of the following areas:

  • Abuse of authority
  • Discrimination
  • Harassment
  • Sexual harassment
  • Other human rights issues


  • Have a decision on whether the complaint is valid, invalid or inconclusive.

Workplace Impact

  • Supports a workplace culture of fairness and equity.
  • Supports Human Resources policy in the areas of conflict resolution and performance management.
  • Business issues addressed may include conflict in the workplace and employee absenteeism.


Our investigation process follows the four (4) general steps below:

  • Step 1: Preparation for the investigation of the complaint.
  • Step 2: Investigation (this includes interviews with witnesses and potential review of important documentation)*.
  • Step 3: Follow up and opportunity for rebuttal.
  • Step 4: Written report (includes analysis).


The outcome of the investigation is in the form of a report with findings from the information gathered during the interviews. The report will consist of an analysis of the interviews, including the scope of work. Any further action to remedy is the responsibility of the contracting parties, with the investigator having no responsibility for the administration of justice.

* The structure of the investigation varies and depends on the needs of the organization, the number of employees and the nature of the issue.