Independent workplace investigations
Establish the facts. Protect fairness. Move forward with clarity.
Dekela conducts impartial, thorough and confidential workplace investigations for employers across the UK—giving decision-makers clear findings they can rely on.
When independence matters
A robust response to serious workplace concerns.
A poorly handled investigation can undermine trust, create legal risk and make an already difficult situation worse. An experienced independent investigator brings structure, impartiality and credibility to the process.
We tailor the scope to the allegations and your organisation, maintaining procedural fairness while treating everyone involved with dignity.
We investigate concerns including:
- Misconduct and gross misconduct
- Bullying and harassment
- Discrimination allegations
- Grievances and relationship breakdowns
- Whistleblowing concerns
- Allegations involving senior leaders
Specialist investigation support
Choose the investigation that matches the concern.
Each service follows the same independent, fair and evidence-led principles, with the scope shaped around the allegation and decision your organisation needs to make.
Bullying & harassment
Independent bullying, harassment and discrimination investigations for UK employers. Sensitive interviews, impartial evidence review and clear findings.
Explore this investigationEmployee misconduct
Independent employee misconduct investigations for UK employers. Proportionate evidence gathering, fair interviews and defensible investigation reports.
Explore this investigationGrievance investigations
Independent grievance investigations for UK employers. Fair evidence gathering, sensitive interviews and clear findings for complex employee complaints.
Explore this investigationWhistleblowing concerns
Independent whistleblowing investigations for UK organisations. Confidential scoping, evidence gathering and clear reporting for concerns about wrongdoing.
Explore this investigationA clear, defensible process
How a Dekela workplace investigation works.
Every case is different, but every investigation follows a transparent and carefully managed route.
- 01
Consultation & scope
We understand the concern, assess independence and agree precise terms of reference.
- 02
Plan & evidence
We identify witnesses, documents, timescales and secure information-handling arrangements.
- 03
Fair interviews
We conduct sensitive, structured interviews and give relevant parties a fair opportunity to respond.
- 04
Analysis & report
We assess the evidence objectively and produce clear findings against each allegation.
- 05
Confident next steps
We present the report and answer process questions so the organisation can decide what follows.
Truly the gold standard for independent workplace investigations in the UK.
HR Director · National home improvements businessWhat you receive
Findings that are clear, professional and useful.
Common questions
Workplace investigation questions, answered.
For advice about a live situation, speak to our team in confidence.
When should an employer commission a workplace investigation?
An investigation is usually required when there are allegations of misconduct, bullying, harassment, discrimination, grievance, whistleblowing or another serious workplace concern where the facts must be established fairly.
Why use an independent external investigator?
An external investigator brings impartiality, specialist experience and additional capacity. This is especially valuable where allegations involve senior leaders, internal relationships are strained or independence could otherwise be questioned.
What will the investigation report include?
The agreed scope determines the report, but it will normally explain the process, evidence considered, factual findings and conclusions against each allegation. Any recommendations are agreed at the outset.
How do you protect confidentiality?
Information is shared only where it is necessary for a fair process. We agree secure communication, document handling and interview arrangements before the investigation begins.
How long does a workplace investigation take?
Timescales depend on the number of allegations, witnesses and documents involved. We agree a realistic plan at the start and keep you informed if the scope or evidence changes.
Confidential initial conversation
A serious concern deserves a careful first conversation.
Speak confidentially with Dekela about the allegation, urgency and level of independence your organisation needs.