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Dekela Workplace Investigations: Thorough, Fair & Legally Compliant Solutions for Your Business
Workplace Investigations
Ensure you have a thorough, fair and legally compliant Workplace Investigations with an expert investigation from Dekela
Professional Workplace Investigations, Clear Outcomes
Conduct impartial and thorough workplace investigations to resolve disputes and protect your business.
Experienced Guidance When It Matters Most
Trust our experts to handle sensitive issues with professionalism, confidentiality, and care.
Fair and Compliant Processes
We can ensure your workplace investigations follow best practices and legal standards to minimise risk and uphold fairness.
Protecting Your Business and People
Address workplace issues effectively while safeguarding employee relationships and your company’s reputation.
A workplace investigation is intended to allow an employer to understand the full facts of a matter or an alleged incident; to inform decision-making so they can objectively and fairly bring the matter to a conclusion.
But (if done badly) workplace investigations also present material risks for employers and businesses that shouldn’t be ignored.
Workplace investigations have to be handled fairly and employers should follow Acas guidance on disciplinary and grievance matters.
Maintaining a professional, unbiased and open-minded approach during the investigation process will encourage your employees to participate in investigations openly and without fear of retaliation.
Mishandling a Workplace Investigation
Mishandling a workplace investigation can influence the outcome and impact of a workplace dispute (such as a disciplinary or grievance), and the process followed may be deemed to be flawed should the matter result in an employment tribunal claim.
Failure to follow a ‘fair’ and ‘reasonable’ investigation process can lead to employment tribunal claims and allegations of unlawful discrimination, detriment on the grounds of whistleblowing, data protection breaches and defamation.
Handling workplace investigations professionally in your business is not only a legal obligation; consistent and fair treatment of investigations is important in demonstrating that you’re a great employer.
Dekela Workplace Investigations
Workplace Investigations - The Process
Our investigative process is structured, efficient and transparent.
Here’s a breakdown of how we handle workplace investigations from start to finish
Consultation & Assessment
Welcome
Consultation & Assessment
We begin with a thorough discussion to understand the nature of the issue. This helps us clarify the scope, identify the relevant facts and set expectations for the investigation
Planning & Preperation
Planning
Planning & Preperation
We develop an investigation plan, which includes a timeline, list of potential witnesses and the types of evidence we will need to review.
Investigation Execution
Evidence Gathering
Investigation Execution
Our team conducts interviews, gathers evidence and documents all findings. We handle each stage with professionalism, ensuring that everyone involved feels respected throughout the process.
Report Writing
Correlation
Report Writing
After compiling the necessary information, we produce a clear, factual report that outlines our findings, analysis and any recommended actions
Resolution & Follow-Up
Resolution
Resolution & Follow-Up
We assist you in implementing any recommendations, including supporting you through disciplinary actions or mediation processes. We also ensure that all outcomes are properly documented to avoid potential legal repercussions.
Welcome
Consultation & Assessment
We begin with a thorough discussion to understand the nature of the issue. This helps us clarify the scope, identify the relevant facts and set expectations for the investigation
Planning
Planning & Preperation
We develop an investigation plan, which includes a timeline, list of potential witnesses and the types of evidence we will need to review.
Evidence Gathering
Investigation Execution
Our team conducts interviews, gathers evidence and documents all findings. We handle each stage with professionalism, ensuring that everyone involved feels respected throughout the process.
Correlation
Report Writing
After compiling the necessary information, we produce a clear, factual report that outlines our findings, analysis and any recommended actions
Resolution
Resolution & Follow-Up
We assist you in implementing any recommendations, including supporting you through disciplinary actions or mediation processes. We also ensure that all outcomes are properly documented to avoid potential legal repercussions.
By following this structured approach, we ensure that each workplace investigation is conducted efficiently, with integrity and in full compliance with legal standards.
Our process is designed to gather all relevant facts impartially, while maintaining the confidentiality and sensitivity required for such matters.
From start to finish, we provide clear, actionable insights that enable your organisation to make informed decisions.
Ultimately, our goal is to deliver fair and transparent outcomes that not only resolve the issue at hand but also
contribute to the long-term success and reputation of your organisation.
A thorough workplace investigation into any alleged employee misconduct or a grievance allegation must be undertaken, unless the situation is irrefutable.
Carrying out a workplace investigation ‘in house’ is not always a practical or appropriate option, especially if you don’t have a member of staff with the confidence, experience, or expertise in your small business. It’s a big ask.
An investigator’s role is a skilled (often stressful) and important one. They need to be objective, fair and knowledgeable so that they can establish the salient facts of the case and find out what did or did not happen, but their role is not to prove any party’s guilt or culpability. That’s for someone else to decide.
The person conducting the workplace investigation should not be involved in the matter that is the subject of the investigation, or in the final decision-making process, to ensure fairness, impartiality, and credibility.
And since every investigation is unique, many issues can arise, requiring specialist insight to ensure the organisation complies with its obligations throughout the process – and to mitigate the risk of costly employment tribunal claims.
In these circumstances, it makes sense for employers to work with an external, independent workplace investigations specialist at Dekela to get things done the right way.
Need a Workplace Investigation
Contact us today for a free consultation. We’ll assess your workplace investigation needs, discuss your HR challenges, and explain how a Dekela HR retainer can help resolve issues and support your business.
We have substantial experience in supporting small businesses and employers with all types of workplace investigations.
As experienced independent workplace investigators, we help small businesses and employers comply with their legal obligations while supporting positive workforce relations.
We act in an ethical, transparent manner and with the utmost care and confidentiality. Our team of skilled and knowledgeable workplace investigators provide a fully comprehensive independent investigation service. We cover all manner of workplace disputes, allegations, and workplace investigations, including:
- Grievance and disciplinary matters
- Bullying and harassment
- Whistleblowing
- Safeguarding
- Compliance concerns
- Serious incidents
- Company policies and procedures concerns
With our sound understanding of the Acas guidance, we deliver a transparent, robust and cost-effective workplace investigations on your behalf:
- Gathering evidence
- Conducting witness interviews
- Matters involving criminal proceedings
- Producing investigation report
- Upholding confidentiality
- Objective, transparent & ACAS compliant
If you’re a small business without the expertise to conduct a fair workplace investigation, we can help.
We will carry out the investigation efficiently and with minimal disruption to your business. Our findings will be presented in a comprehensive report. Our conclusions can be relied on by you to make a fully informed decision on the matter.
Do you need a workplace investigation conducted in your small business? Call us today.
Download Our Workplace Investigations Service Booklet
Complete the form below to receive instant access to your download. We’ll send it straight to your inbox!
Thinking about dismissing an employee without investigating first? STOP.
A ‘reasonable’ investigation by an employer is a key factor of a fair dismissal procedure. This requirement is contained in the Acas Code of Practice on Disciplinary and Grievance Procedures. The Code stipulates that employers should carry out ‘fair’ and ‘reasonable’ investigations, to establish the facts of a case.
In potential disciplinary investigations, a poorly conducted or incomplete investigation can undermine the disciplinary process and leave you (the employer) vulnerable to claims for unfair dismissal, which, if successful, can lead to significant compensatory awards – enough to cripple most small businesses. An employment tribunal will consider the Acas Code when determining whether an employer has behaved fairly, and has the authority to increase awards by up to 25% if it believes an employer has failed to comply with the Acas Code’s provisions.
If an employer does go on to dismiss an employee, it must be able to demonstrate to an employment tribunal that it:
- Genuinely believed that misconduct had occurred;
- Had reasonable ground for this belief
- Had arrived at this belief after a reasonable investigation.
Therefore, for a dismissal to be fair, an employer must be able to demonstrate that it came to its decision to dismiss as a result of a ‘fair’ and ‘reasonable’ investigation.
Disciplinary procedures involve a two-stage process: an investigation to gather all the relevant facts to enable the employer to reach a decision based on all these factors.
The courts and tribunals have been directed to apply “the range of reasonable responses” test to evaluate whether the employer has conducted sufficient investigation in all the circumstances of a case.
We investigate alleged employee misconduct to enable small business owners to be able to make informed decisions with confidence.
FREQUENTLY ASKED QUESTIONS
Our most FAQ's on Dekela Workplace Investigations
Here’s some of the most common questions we get asked about our Dekela Workplace Investigations services.
What types of workplace investigations can Dekela assist with?
Dekela provides support for a range of workplace investigations, including grievances, disciplinary issues, whistleblowing cases, safeguarding concerns, breaches of compliance, and allegations of bullying or harassment. Each type of investigation requires a tailored approach to ensure that all relevant facts are uncovered and that any actions taken are legally sound. Our expert team handles these investigations impartially, ensuring all parties are treated fairly while maintaining strict confidentiality.
Why can it be important to use an external investigator?
Using an external investigator brings impartiality to workplace investigations, ensuring the process is free from internal bias or conflicts of interest. Internal investigators may face pressures or conflicts that could affect their judgement. An external investigator like Dekela provides a neutral perspective, which helps maintain objectivity and ensures compliance with employment law. This reduces the risk of legal challenges and reassures employees that the investigation is being handled fairly and professionally.
What steps are involved in an independent workplace investigation?
At Dekela, our independent workplace investigation process is thorough and methodical. We start by gathering initial evidence, which may include documents, emails, or other records relevant to the issue. Next, we conduct interviews with witnesses and involved parties to gain a comprehensive understanding of the situation. Once all evidence is reviewed, we compile a detailed report that summarises the findings and provides clear, actionable recommendations for resolving the issue. This structured approach ensures a fair and compliant investigation process.
How does Dekela ensure confidentiality during workplace investigations?
Confidentiality is a cornerstone of our workplace investigations at Dekela. We ensure that sensitive information, including evidence and witness statements, is handled with the utmost care. Only those directly involved in the investigation have access to the details, and all documentation is securely stored. By maintaining strict confidentiality, we protect both the integrity of the investigation and the privacy of the individuals involved, ensuring that the process is conducted discreetly and professionally.
What should employers do after receiving a workplace investigation report?
After receiving the investigation report from Dekela, employers should carefully review the findings and recommendations. It’s important to take any suggested actions seriously, as they are designed to address the issue at hand and prevent it from recurring. Employers should implement corrective actions or disciplinary measures if necessary, ensuring they remain compliant with employment law. Additionally, follow-up communication with employees can help reinforce transparency and trust in the process.
How can a workplace investigation improve company culture?
A well-handled workplace investigation can lead to significant improvements in company culture. By addressing issues such as misconduct, harassment, or breaches of policy in a fair and transparent manner, employers demonstrate a commitment to accountability and respect. This not only resolves current issues but also sets a clear precedent for future behaviour, reinforcing a culture of trust and professionalism. Employees are more likely to feel secure and valued, knowing that concerns will be taken seriously and handled appropriately.
External Advice
ACAS (Advisory, Conciliation and Arbitration Service): Offers guidance on employment law, workplace disputes, and employee relations.
Federation of Small Businesses (FSB): A support network for small businesses, offering advice and resources on HR, legal, and financial matters.