Independent disciplinary fact-finding
Establish the facts before deciding disciplinary action.
Dekela investigates alleged misconduct and gross misconduct for employers that need experienced, impartial capacity and a clear evidence-based report.
Independent specialist investigation support
Proportionate scope Evidence preservation Fair interviews Decision-ready report
Independent specialist support
Separate the investigation from the decision.
A misconduct allegation is not a finding. Before deciding whether there is a disciplinary case to answer, the employer should gather relevant evidence, consider information from all sides and avoid pre-judging the outcome.
Independent support is especially valuable where the allegations are serious, managers are witnesses, internal capacity is limited or the organisation needs a clear separation between investigator and decision-maker.
Misconduct investigations may involve:
- Dishonesty, theft or fraud concerns
- Serious policy or safety breaches
- Insubordination or inappropriate conduct
- Misuse of systems, data or confidential information
- Conflicts of interest or expenses concerns
- Conduct involving managers or senior employees
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
Frame the allegation
Define the conduct said to have occurred without assuming guilt.
- 02
Secure relevant evidence
Identify documents, messages, records, footage and witnesses before evidence is lost.
- 03
Gather accounts fairly
Interview relevant people and give the employee a proper opportunity to respond.
- 04
Assess all sides
Consider evidence that supports and does not support the allegation.
- 05
Identify whether there is a case
Provide factual findings so the employer can decide whether a disciplinary hearing is required.
What Dekela provides
Fact-finding that supports a fair disciplinary process.
Document and digital evidence chronology
Witness and employee interviews
Regular scope and timing updates
Balanced assessment of relevant evidence
Professional investigation report
Current guidance used for this service: Acas: investigations at work · Acas: disciplinary procedure
Common questions
Questions about employee misconduct.
For advice about a live situation, speak to our team in confidence.
Does gross misconduct still require an investigation?
Yes. The seriousness of an allegation does not remove the need for reasonable fact-finding and a fair disciplinary procedure before a decision is made.
Can the investigator recommend disciplinary action?
Recommendations depend on the agreed terms of reference. A common approach is for the investigator to decide whether there is a case to answer while a separate manager conducts any hearing and decides the outcome.
Should the employee be suspended?
Suspension is not automatic and should be considered carefully. The employer should assess alternatives, risk and wellbeing, and keep any suspension under review.
What standard of proof is used?
Workplace findings are normally made on the balance of probabilities, based on the evidence available. The investigator should explain the reasoning rather than treating suspicion as proof.
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.