Sensitive complaint investigations
Investigate bullying and harassment concerns with care and impartiality.
Dekela provides independent fact-finding when allegations involve bullying, harassment, discrimination, sexual harassment or damaged workplace relationships.
Independent specialist investigation support
Sensitive interviewing Impartial fact-finding Trauma-aware communication Clear findings
Independent specialist support
A fair process for everyone involved.
Bullying, harassment and discrimination complaints can affect wellbeing, trust and working relationships long before the facts are established. Employers need to respond promptly without assuming that an allegation is either proven or unfounded.
An external investigator can bring distance from internal relationships and reporting lines. We agree precise allegations, gather evidence from all sides and communicate sensitively with the person raising the concern, witnesses and anyone responding to it.
We can investigate allegations involving:
- Bullying or intimidating behaviour
- Sexual or other harassment
- Discrimination and unequal treatment
- Victimisation after raising a concern
- Online messages and workplace communications
- Concerns involving managers or senior leaders
A fair, evidence-led route
How we approach the investigation.
The precise plan reflects the concern, available evidence, people involved and the decision your organisation needs to make.
- 01
Define the allegations
Turn the complaint into clear, neutral issues that can be fairly investigated.
- 02
Plan support and evidence
Identify witnesses, records, adjustments, wellbeing needs and confidentiality arrangements.
- 03
Interview with care
Give each relevant person a structured opportunity to provide their account and evidence.
- 04
Test the evidence
Assess consistency, reliability and context without relying on labels or assumptions.
- 05
Report clear findings
Address each allegation and explain the evidential basis for the finding.
What Dekela provides
A sensitive investigation with professional boundaries.
Structured complainant and witness interviews
Fair opportunity for the respondent to answer
Secure evidence and document review
Clear findings against each allegation
A process that protects dignity and wellbeing
Current guidance used for this service: Acas: handling bullying and discrimination complaints · Acas: investigations at work
Common questions
Questions about bullying & harassment.
For advice about a live situation, speak to our team in confidence.
Should every bullying complaint be formally investigated?
Not every concern requires the same route. Informal resolution may be appropriate in some cases, but serious, repeated or disputed allegations usually need formal fact-finding before the employer decides an outcome.
Can an investigator decide whether behaviour was harassment in law?
The investigator establishes facts and makes findings within the agreed terms of reference. The employer remains responsible for decisions and should take legal advice where a legal conclusion is required.
How are sensitive interviews handled?
We agree communication needs and reasonable adjustments, explain the process, use neutral questions and allow breaks. Fairness applies to the person raising the concern, witnesses and the person responding.
What happens after the report?
The employer reviews the findings and decides the appropriate next step. This might include a grievance outcome, disciplinary consideration, mediation, management action or wider preventative measures.
Confidential initial conversation
A sensitive concern deserves a careful first conversation.
Tell us what has been raised, who is involved and what independence your organisation needs. The initial conversation is confidential and without obligation.