Sexual harassment
Unwanted conduct of a sexual nature, including touching, comments, propositions, images or inappropriate messages.
Independent harassment investigations
Protect dignity. Establish the facts. Restore trust.
Dekela provides sensitive, impartial investigations into bullying, sexual harassment, discriminatory conduct, exclusion and cyberbullying for UK employers.
Sensitive · Independent · Fixed-fee scoping
SMEs, charities & regional employers Trauma-aware interviewing Fair treatment for all parties Clear confidential report
When sensitivity and independence matter
Serious allegations need more than an internal conversation.
Bullying and harassment concerns can be highly personal, emotionally difficult and damaging to workplace trust. Where seniority, close working relationships or fear of retaliation make internal fact-finding difficult, an independent investigator can create greater confidence in the process.
Dekela conducts careful, objective investigations that consider evidence from all sides. We support a respectful environment for interviews while maintaining procedural fairness for the complainant, the person responding to the allegations and relevant witnesses.
Harassment investigations at a glance
- For UK SMEs, charities and regional organisations
- Sexual harassment, bullying and discriminatory conduct
- Sensitive, independent evidence gathering
- Fair interviews and confidential reporting
- Defined scope and transparent pricing
Why employers outsource
Create confidence in a difficult and emotionally charged process.
Independence does not determine the outcome. It strengthens the conditions for people to speak, evidence to be tested and findings to be trusted.
| The internal investigation risk | The Dekela outsourced approach |
|---|---|
| Insensitive questioningAn inexperienced manager may use language or questions that increase distress or discourage a complete account. | Trauma-aware, structured interviewsWe explain the process, pace interviews appropriately and use careful, non-leading questions while still testing the evidence. |
| Fear of speaking openlyWitnesses may worry about seniority, relationships or repercussions if they participate in an internal process. | Independent interview spaceAn external investigator offers greater distance from reporting lines and internal politics while setting clear confidentiality boundaries. |
| Actual or perceived biasThe proposed investigator may know the parties or be affected by the findings, weakening confidence in the process. | Objective third-party fact-findingWe check independence at the outset, work to agreed terms of reference and report evidence that supports and does not support each allegation. |
What we investigate
Sensitive fact-finding across bullying and harassment concerns.
Each investigation is scoped around the alleged conduct, its context, relevant policies and the evidence reasonably available.
Discriminatory harassment
Conduct related to a protected characteristic that may violate dignity or create an intimidating, hostile, degrading, humiliating or offensive environment.
Bullying & exclusion
Repeated undermining, intimidation, isolation, misuse of authority or other unwanted conduct affecting working relationships.
Cyberbullying
Inappropriate conduct through email, social media, messaging services or workplace platforms such as Teams and Slack.
Does the allegation concern a wider regulatory or compliance failure? Explore our whistleblowing investigation service.
SME case study
Sexual-harassment allegations involving a senior leader.
A growing technology business received allegations of inappropriate touching and suggestive comments involving a senior sales leader. Internal HR did not have sufficient distance from the people involved to investigate with confidence.
Dekela agreed an independent scope, interviewed the complainant, respondent and relevant witnesses separately, and reviewed messages and workplace communications that were relevant and lawfully available.
The outcome
The report set out the evidence and reached clear findings on the balance of probabilities. The employer was then able to conduct its separate disciplinary decision-making process with a reliable factual record.
Details have been generalised to protect confidentiality.A sensitive, evidence-led route
How a bullying or harassment investigation works.
We combine careful human handling with rigorous analysis, keeping support and procedural fairness in view throughout.
- 01
Safeguarding & scope
We define each allegation, assess independence and help the employer consider proportionate interim arrangements and support.
- 02
Sensitive interviews
We conduct structured, non-leading interviews in an environment designed to support clear and complete accounts.
- 03
Evidence triangulation
We compare accounts with chronology, messages, witness evidence, patterns, credibility and other relevant context.
- 04
Objective report
We report findings on the balance of probabilities against each allegation and clearly explain the evidence relied upon.
Current official guidance: Acas investigations at work · EHRC harassment guidance · EHRC preventative-duty guide
Common questions
Bullying and harassment investigation questions, answered.
For advice about a live situation, speak to our team in confidence.
What if it is one person’s word against another’s with no direct witnesses?
This is common in harassment cases and does not mean the allegation cannot be investigated fairly. The investigator considers each account alongside chronology, consistency, contemporaneous messages, behavioural context, indirect witnesses and any other relevant evidence. Findings are made on the balance of probabilities, with any evidential limitations stated clearly.
Should we suspend the person accused during a harassment investigation?
Suspension should not be automatic and does not imply guilt. The employer should assess the specific risks to people, evidence, the investigation and the business, consider alternatives such as temporary reporting-line or workplace changes, and protect everyone’s wellbeing. If suspension is reasonable, it should usually be on full pay, kept as brief as possible and reviewed regularly.
What is the preventative duty concerning sexual harassment?
Since 26 October 2024, employers have had a positive duty to take reasonable steps to prevent sexual harassment of workers. What is reasonable depends on the organisation and its risks. If a sexual-harassment claim succeeds and the tribunal finds that the duty was breached, compensation can be increased by up to 25%. A prompt, fair response to complaints is important, but prevention also requires proactive risk assessment, policies, training and reporting arrangements.
Confidential initial conversation
A sensitive allegation deserves a careful first conversation.
Share a high-level outline in confidence. We’ll discuss immediate people considerations, independence and an appropriate fixed-fee investigation scope.