Expert Workplace Investigators
Impartial workplace investigations which stand up to scrutiny
Verita is an experienced independent workplace investigator having carried out nearly 400 investigations into private and public organisations over more than 20 years. We are renowned for our methodical and impartial approach to workplace investigations which lead to outcomes that subjects and their employers can trust.
Not every workplace issue can be handled internally. For sensitive, high-stakes, or complex investigations involving misconduct, bullying, harassment, discrimination, whistleblowing or a health and safety incident, an external investigator is recommended.
Verita delivers the independent, evidence-led findings required to protect your organisation from legal risk and Employment Tribunal claims, while helping you address and prevent a toxic workplace culture.
Based in the UK, we draw on our HR expertise and extensive experience to deliver rapid and thorough workplace investigations that strictly adhere to Acas guidance, guaranteeing procedural integrity and regulatory compliance.
If you have a workplace allegation or HR issue which requires an impartial investigation, we can help. Please book a free consultation or call us on 020 7494 5670 to discuss your situation.
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Evidence-based reports from Verita
We clarify the scope and terms of reference, conduct impartial investigations, gather and evaluate evidence for analysis, draw conclusions, make recommendations, and deliver evidence-based reports that meet the highest standards of independent review.
We provide evidence-led findings designed to stand up to the most rigorous judicial and regulatory scrutiny, allowing your teams to make definitive decisions when it matters most.
We have conducted workplace investigations for a variety of private sector firms in IT, tech and finance, as well as government and regulated sectors such as healthcare and charities. Our specialist knowledge enables us to effectively evaluate evidence and deliver findings that meet the highest levels of challenge.
Our high-level investigatory experience
Our team includes members with experience beyond standard HR training, they are seasoned investigators who have chaired statutory inquiries and served at the highest levels of the UK government, including the House of Lords and Parliament.
This includes qualified employment solicitors and Chartered Members of the CIPD, bringing the investigative rigour of trained independent investigators and the practical organisational insight of senior HR leaders.
Why use external workplace investigators instead of internal?
Increased speed
As an external investigator, not only is our service independent and impartial, we are able to rapidly assemble an investigation team for clients in need of urgent help.
More robust process
We ensure internal policies are followed, evidence is gathered effectively, and ensure the process is fair and confidential, designed to establish full facts, not prove guilt.
Better decision-making
Our workplace investigations identify risks and support informed decision making to drive improvement across the organisation.
Reduced financial impact
We help your organisation avoid the disruption and cost of an Employment Tribunal. From financial compensation and legal fees to management time and reputational damage.
Improved culture
Our workplace investigations promote positive workforce relations by demonstrating transparency and maintaining consistent and fair treatment of employees involved.
How do you get the right support for a complex workplace investigation?
If your organisation needs to conduct a workplace investigation and you are concerned about how to go about it, Verita is here to help. We have extensive experience in handling complex investigations, many of which have been in the public eye.
Whether it’s an investigation into senior management or a complex grievance investigation, our proven approach to the investigative process, legally defensible HR reports, and significant range and depth of resources will help your organisation manage any investigation.
As experienced independent investigators we will gather the facts and assemble the evidence in a case, but will, of course, leave the decision-making to your management. We can deploy our people quickly to your investigation who have extensive senior management, legal and human resources experience. And our investigators are rigorously trained using a consistent approach to the investigation process.
An independent workplace investigation reduces the risk of costly employment tribunals, upholds the integrity of your culture, and provides a mechanism to identify and resolve systemic issues which may be holding back your organisation.
What Our Clients Say About Us
“We would highly recommend Verita. We appreciated their professionalism in dealing with a sensitive issue expertly and discreetly, and doing so in a timely fashion.”
“The service Verita provided was very thorough and the final report was very detailed. David and other Verita staff were very approachable and easy to talk to. We have taken away the recommendations you made and have applied them globally”
Why independent workplace investigations matter
Many employment-related problems should and can be resolved informally by early intervention and good management. However, in complex situations or where informal steps don’t work, sooner or later any significant problem at work will need to be investigated.
And that’s where employers can run into difficulties. These can be caused by a lack of investigation capacity, poorly trained investigators, inadequate or cumbersome processes and lack of clarity about what an investigation is meant achieve.
At times like this, it’s important for employers to remember what your responsibilities are, and to be clear about your approach to workplace investigations.
- Understand the purpose: This important first step of a workplace investigation ensures it is conducted fairly and effectively. As well as helping to maintain objectivity of the investigation, it ensures the employee understands the allegations against them, what to expect from the investigation, and what the possible outcomes may be.
- Avoid prejudice: Those conducting an employment investigation should not, normally, be responsible for making the final decisions on the outcomes and subsequent actions by the employer. Engaging an expert, external investigator ensures a proper investigation is conducted which doesn’t prejudice the fair handling of workplace problems.
- Make informed decisions: A poor investigation can lead to bad decisions that may be criticised in an Employment Tribunal in the event of a claim. These claims can cover unlawful dismissal, discrimination, detriment against whistleblowers, breaches of data protection rights and many other issues. Bringing in an external investigator can help to ensure the investigation is efficient, thorough, and without bias.
- Reduce financial and reputational damage: An objective, external investigation helps to mitigate the legal and reputational impact of a tribunal and also help avoid the 25% compensation uplift, based on the updated Worker Protection (Amendment of Equality Act 2010) Act 2023
Featured Case Study: High Stakes Collective Grievance Investigation
Verita was commissioned to carry out an independent review to examine issues raised by consultants in a South of England community trust in relation to a collective grievance about the executive management team.
We carried out 34 formal interviews with individuals, two group interviews and other discussions to clarify details and an examination of all available relevant documentation to identify any systemic difficulties and make appropriate recommendations.
The review team found that there was substance to the collective grievance, identifying the nature of the issues and the impact it had on the relationship between the consultants and the executive management team.
Our recommendations and mediation between the trust management and consultants helped to reach a resolution, resulting in the collective grievance being withdrawn within 6 months.
Our Clients
When things go wrong in the workplace how do you respond?
The first few hours and days in any serious workplace investigation can be emotional and confusing for those involved. Clear heads and good processes are essential for those who are required to take appropriate action to resolve the problems.
Some workplace problems are straightforward and simple to resolve; others can be hugely complex, serious and wide-ranging, possibly involving numerous employees. A good employer will seek to address these issues promptly, thoroughly and fairly to resolve the problems and to maintain good workplace relations.
Speak to us if your organisation needs help navigating issues sensitively, or if you feel you need to manage reputational risk. Our unbiased clarity provides support resolving complex issues such as:
- Whistleblowing allegations involving the Board
- Systemic cultural failings or multi-party grievances
- Sensitive investigations requiring a non-HR neutral perspective
As one of the UK’s leading independent investigation companies, we can help ensure your workplace investigation is carried out rapidly and effectively by an impartial team with high-level expertise.
What does a workplace investigation involve?
Workplace problems take many forms. We handle a wide range allegations and complaints including:
- Grievances
- Dishonesty
- Poor performance
- Professional misconduct
- Inappropriate behaviour, including violence, bullying, harassment or discrimination.
Workplace problems can involve members of staff at all levels and embrace potentially criminal acts.
Our team can help you manage the whole process of a workplace investigation…from agreeing the wording of the allegations or charges in disciplinary cases, through setting the best terms of reference for the investigation to providing a comprehensive report that sets out evidence, findings, conclusions and recommendations, if appropriate.
Following ACAS guidance
Comprehensive guidance is available from the Advisory Conciliation and Arbitration Service (ACAS) on how to conduct effective workplace investigations. The guidance shows the key phases involved:
- Organisational preparation
- The investigator’s preparation
- Handling investigation meetings
- Gathering evidence
- Report writing and recommendations
Following this guidance will help an employer deliver a good investigation. There is a lot here for employers to manage, and we know that some organisations deal with investigations infrequently. Many don’t have the time or trained resources to do them well.
If you choose Verita to conduct a workplace investigation for you, we will ensure it fits appropriately into your existing HR policies and ensure it is conducted independently, impartially and fairly. We also ensure compliance with the Acas Code of Practice on Disciplinary and Grievance Procedures to minimise the risk of an uplift in Tribunal awards for procedural unfairness.
How Verita can help
Grievance Investigations
If an employee has made a complaint about their working conditions, treatment or issues with colleagues or management, we provide independent help with the investigation and guidance on disciplinary procedures to ensure that the employee’s concerns are dealt with fairly, and identify if unfair treatment occurred.
Misconduct Investigations
We provide assistance to organisations looking to carry out an investigations into allegations of dishonesty, professional misconduct or interpersonal conduct such as harm, or unfair treatment in the workplace. We help with challenging and often complex investigations into discrimination, bullying or harassment.
Health and Safety Investigations
We help organisations maintain a safe workplace through independent investigations into workplace accidents or violation of safety protocols.
Whistleblowing Investigations
Our experience managing whistleblowing issues helps organisations investigate concerns raised by employees, ensuring the investigation is carried out in a sensitive and impartial manner to examine the issues and provide practical ways of resolving the conflict.
MHPS Investigations
If an organisation deems it necessary to carry out a formal investigation into serious or persistent poor performance, we provide assistance with MHPS investigations to help to establish the root cause and, if necessary, provide recommendations for improvement.
Corporate Investigations
We provide impartial corporate investigations into issues such as serious employee misconduct, financial irregularities or governance failures. For example, misuse of company resources, regulatory breaches, misrepresentation of performance information or poor service delivery.
What is the role of an independent workplace investigator?
An independent workplace investigator is an unbiased, external expert hired to investigate complex HR disputes and misconduct allegations impartially, ensuring the entire process is transparent and legally defensible.
- Establishing a Clear Scope: Reviewing the terms of reference to define exactly what allegations are being examined, preventing scope creep while ensuring no critical evidence is overlooked
- Gathering Objective Evidence: Collecting and securing contemporaneous documentation, digital trails, internal communications, and physical evidence relevant to the case
- Conducting Impartial Interviews: Interviewing the complainant, the respondent, and material witnesses using structured, non-confrontational questioning techniques to establish a clear chronology of events
- Assessing Credibility and Consistency: Evaluating the reliability of conflicting accounts against the balance of probabilities, which is the standard burden of proof required in workplace disciplinary matters
- Delivering a Fact-Based Report: Producing a rigorous, comprehensive final report that details the evidence gathered, outlines chronological facts, and determines whether the allegations are substantiated or unsubstantiated based on the evidence
When to engage an external workplace investigator
While an internal investigation is sufficient for situations with a low risk or impact, poorly handling an internal investigation into a serious issue can be damaging.
In a number of our recent external investigations, we have been struck by the detrimental impact that a poorly handled internal investigation by an organisation has had on families. This is often compounded by the organisation failing to communicate with families in a timely, open and honest way.
If you need help understanding if a workplace investigation into a workplace incident should be handled by an external investigator, or whether it can be handled internally, the following framework will help you decide:
1. Assessing conflict and seniority
If the answer to any of these questions is “yes” then an internal investigation is likely to not be sufficient:
- Is the respondent (the person accused) a senior leader, Board member, or Director?
- Is a member of the HR team named in the grievance or personally close to the parties?
- Does the investigator report directly or indirectly to anyone involved in the case?
2. Assessing the stakes
If the risk or impact of the investigation is ‘low’ then an internal investigation is appropriate. If it’s ‘medium’ then an internal investigation with external oversight is sufficient. For situations where risk or impact is ‘high’, an independent workplace investigator is highly recommended.
- Low: Minor policy breach, interpersonal conflict, low chance of dismissal
- Medium: Serious misconduct but facts are straightforward, mid-level manager involved.
- High: Allegations of discrimination, sexual harassment, fraud, or whistleblowing, and a high risk of an Employment Tribunal.
3. Checking resource and capacity
Resource plays a big part in an organisation’s ability to conduct an investigation internally. Complex investigations can be a huge drain on capacity.
- Capacity: Does your HR team have 15–30 hours of uninterrupted time over the next 3 weeks?
- Expertise: Does the team have the required training, or understand the specific legal nuances (e.g., the Equality Act 2010 or Public Interest Disclosure Act)?
- Speed: Can you meet the Acas requirement of avoiding “unreasonable delay”?
Our Proven 6-Step Approach To Workplace Investigations
For HR directors it helps to have a checklist on how to conduct a fair investigation. Our approach at Verita follows the same key steps to ensure we take a comprehensive, consistent and managed approach to delivering the best outputs for our clients.
- Clarify the scope and terms of reference
- Select the investigation team (or solo investigator)
- Gather, record and evaluate the evidence
- Make findings and draw conclusions
- Make recommendations (if required)
- Report the outcomes
Key Team Members & Associates
Kate has 25 years’ experience in research, inspection and investigation in secure settings, specialising in the prevention of harm. She has worked for HM Chief Inspector of Prisons, the Prisons & Probation Ombudsman and HM Prison Service, where she led on the national strategy for preventing violence.
Kate has worked on investigations and reviews in both the UK and the United States and recently chaired a statutory inquiry into the mistreatment of detainees. She is a member of Independent Advisory Panel on Deaths in Custody, an expert panel advising Ministers on the reduction of deaths in all secure state settings.
Gemma Thomas
Gemma is an experienced senior HR leader and workplace investigator, with extensive experience in complex workplace investigations, employee relations, employment tribunal litigation and workforce governance within large, regulated and private equity-backed organisations.
She has personally led investigations across the full range of serious workplace matters — including whistleblowing, safeguarding, discrimination, serious misconduct and employment status disputes — within regulated healthcare, adult social care and multi-site commercial environments.
Gemma is a Chartered Member of the CIPD and holds the Advanced Professional Certificate in Investigative Practice, bringing both the investigative rigour of a trained independent investigator and the practical organisational insight of a senior HR leader who has operated at the most complex end of people risk for nearly two decades.
Sal Chowdury
Sal Chowdhury is an experienced workplace investigator, building upon ten years as a qualified employment solicitor. In his legal practice, he both advised upon internal processes and conducted Employment Tribunal litigation for clients in a range of different sectors.
He has conducted complex disciplinary and grievance processes with particular emphasis on bullying and harassment complaints, investigating serious misconduct, discrimination and whistleblowing, building a strong rapport and trust with complainants, witnesses, union representatives and respondents alike.
Peter Killwick
Peter has 25 years of consulting experience covering a variety of strategic and operational issues in a wide range of sectors including healthcare, automotive, financial services, manufacturing, retail, telecommunications and government.
He has extensive experience of conducting complex investigations within the NHS, both at operational and commissioner level, including several cases involving allegations raised by whistle-blowers.
Thea Walton is a senior leader and consultant with over 25 years’ experience overseeing serious incident investigations as well as professional standards, ethics and cultural transformation. This has been undertaken across some of the UK’s most complex public sector environments including criminal justice agencies, local authorities, and private sector business.
Her career spans the Independent Complaints and Grievance Scheme in Parliament, the Independent Office for Police Conduct, and the Prisons and Probation Ombudsman, where she has led national teams and overseen high-profile investigations.
Kieren Seale
Legally qualified consultant Kieren Seale has a track record of bringing about change through clear thinking and analysis. He led many investigations across the charities, the NHS, and private healthcare providers. He also led Verita’s work in the field of complaints management. He ran training courses on complaints management and regularly speaks at conferences on the subject.
Other notable investigations that Kieran has worked on include an investigation following the suicide of a nurse at Imperial NHS Trust, an investigation into safeguarding concerns for the Green Party and an investigation into whistle-blowing allegations at a charity.
Find out more
For information on our tailored workplace investigation services, please contact Verita founder Ed Marsden via email at [email protected] or on 020 7494 5670
Explore Our Workplace Investigation Insights
Workplace Investigation FAQs
There are a number of situations where an employer should consider using an independent investigator. If the grievance involves senior leadership or a board member, or the internal HR team has close professional ties to the parties involved, an external investigator helps to ensure impartiality and avoid bias. Complex investigations involving whistleblowing or systemic discrimination require specialist fact finding, and cases which are likely to result in an employment tribunal require a report which stands up to scrutiny and demonstrates impartiality.
Yes. All Verita investigations are structured to align with the Acas Code of Practice on Disciplinary and Grievance Procedures. We ensure “unreasonable delay” is avoided, facts are gathered through a fair and transparent process, and the distinction between the “investigator” and the “decision-maker” is strictly maintained to protect the integrity of the outcome.
The timeline depends on the number of witnesses and the volume of evidence. Verita provides a clear “Terms of Reference” (ToR) at the start of every project, which includes an estimated timeline to ensure the organisation meets its duty of care to resolve issues promptly. Contact us to discuss your requirements and we can discuss an estimated timeline with you.
Yes. Beyond individual grievances, we conduct Independent Cultural Reviews. These are broader in scope and identify underlying systemic issues, such as “toxic” environments or departmental silos, providing organisations with a roadmap for positive and lasting changes to company culture.
Yes. We have drawn on our experience to provide a workplace investigation training course designed to develop the skills and knowledge of employers required to investigate workplace issues.
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