When something goes wrong at work—whether it’s a harassment complaint, suspected theft, or a questionable workers’ comp claim—how your company responds matters.
Here’s what you need to know as an employer about handling workplace investigations professionally and effectively.
- Maintain neutrality from the start. Workplace investigations should always be objective. If the investigation is led by someone with a personal relationship to the parties involved—or by someone perceived as biased—the credibility of the outcome can be challenged. Hiring a third-party investigator ensures the process is impartial, focused, and compliant with employment law.
- Document everything. From the initial complaint to the final outcome, thorough documentation is key. Notes from interviews, evidence collected, timelines, and findings all play a role in protecting the business should legal scrutiny arise later. A professional investigator will compile organized, confidential reports that can be used to support HR decisions or court proceedings if needed.
- Handle with discretion. Investigations often involve sensitive matters—employee behavior, internal policies, or safety concerns. Keeping information confidential helps protect both the integrity of the process and the privacy of those involved. A licensed investigator understands how to gather facts quietly and legally, without escalating the issue or disrupting workplace operations.
- Know when outside help is necessary. Some situations call for more than HR or legal counsel can provide. A private investigator is particularly helpful in:
- Workers’ comp fraud
- Theft or asset misuse
- Misconduct that may extend outside the office
- Situations requiring surveillance or background research
Properly conducted workplace investigations support a fair resolution, reduce risk, and demonstrate your company’s commitment to accountability. In serious or complex cases, working with a licensed investigator ensures that the facts—not assumptions—guide the outcome.