- High-quality, thorough and effective workplace investigations.
- Save valuable time dealing with disciplinary or grievance issues.
- HR and employment law specialists provide professional, impartial expertise.
When dealing with a disciplinary or grievance issue, or other workplace issue which requires investigation, having an impartial investigator is an invaluable way to ensure that the process is dealt with effectively, professionally and in a timely manner.
Our experienced team of HR experts and former employment lawyers regularly deal with a large number of complex investigations for schools, charities and businesses, and ensure investigations are thorough, effective and cause minimal disruption.
We investigate disciplinary allegations, employee grievances, bullying and harassment, allegations of discrimination, whistle-blowing, employee fraud, parental complaints and breakdowns in trust and confidence, including at senior level.
Please get in touch to find out how we can support you with a workplace investigation. Our confidential, practical and solution focused approach is always guaranteed.
As we are external to your organisation, we look at the issues raised impartially. Your investigation may also be sensitive, or involve senior staff members, so an external investigator can be a real benefit.
Investigations can be time consuming and hard for senior leaders to carry out alongside their usual duties. Investigations can span over weeks or even months, and can involve meeting with numerous witnesses and hundreds of pages of evidence.
Many of our HR consultants have previously worked as employment lawyers, so we understand how employment law requires investigations to be carried out properly, to produce a balanced and impartial report that will stand up to scrutiny, potentially in an Employment Tribunal.
The first step is for us to find out some details from you about the issues under investigation. That may be a phone call or by you sending relevant documents through to us. We will review all the relevant documents and policies and discuss the process with you.
Terms of Reference
We then work with you to prepare the Terms of Reference. This sets out the areas that we are asked to look into, the list of people that we have been asked to interview and the likely timescale of the investigation. This is a critical stage in an investigation and is often overlooked. The Terms of Reference document can be updated and changed over time, as the scope of an investigation may change, and it is worth noting that sometimes it becomes apparent that we need to interview other people and in that case we will discuss that with you and discuss the most proportionate approach.
Having read the background documents and policies, we will then set up the interviews. We take notes of the interview and send them to the interviewee to check, amend and approve. It’s often the case that the people we interview will send us further documents, which we will consider and add to the documentary evidence. When we have interviewed everyone, we will then prepare our investigation report. Interviews can be done remotely online to save on time and cost.
In the investigation report we analyse the evidence we have received in a logical and clear way and set out our findings and conclusions. We set out the evidence we have analysed in relation to each allegation and then stating our findings and conclusions.
If we have been asked to do so, we also set out our recommendations for the next steps. We will add as appendices to the report the notes of the interviews we have carried out and the documentary evidence we have collected. Critically, investigators are not decision makers and we will not make recommendations on possible sanctions for example, as that would be to overstep our remit. Our aim is to make our reports speak for themselves, so that the key evidence is referred to and our findings, conclusions and recommendations are clear.
We charge for our investigations work on the basis of an agreed day rate and will can provide a costs estimate once we have had an initial discussion about the work involved.
Despite the challenges brought by the pandemic, our team has continued to grow. We now have eight consultants who are a mix of experienced former employment lawyers and experienced HR practitioners, offering you both practical HR expertise and legal grounding.
We believe it’s important that you know who you’ll be working with, so we’d love for you to get to know us a little better.
“Advice has been excellent throughout.”
“It was a constructive and positive experience working with the Narrow Quay team. We were provided with expert contextual advice and the professional, fully-engaged service helped us resolve a number of complex HR issues, aiding whole School strategic development. Highly recommended.”