Cash, stock & property theft
Missing inventory, unexplained till shortages or suspected removal of equipment and other company property.
Independent theft and fraud investigations
Protect the evidence. Establish the facts. Act fairly.
Dekela provides objective workplace investigations into suspected theft, false expenses, timesheet fraud, financial irregularities, data removal and kickbacks for UK employers.
Confidential · Independent · Fixed-fee scoping
SMEs, retail & services Evidence from both sides Acas-aligned process Clear written findings
When trust and assets are at risk
Suspicion is not a finding. A fair investigation establishes what happened.
Missing money, stock or confidential information can provoke an immediate emotional response. Acting before the evidence has been preserved, tested and put to the employee can weaken both the investigation and any decision that follows.
Dekela provides independent fact-finding for suspected workplace theft and fraud. We agree a focused scope, gather proportionate evidence, conduct neutral interviews and report findings without taking over the employer’s disciplinary decision.
Theft and fraud investigations at a glance
- For UK SMEs, retailers and professional services
- Financial, property, expenses and data concerns
- Independent, evidence-led fact-finding
- Fair interviews and documented analysis
- Defined scope and transparent pricing
Why employers outsource
Replace accusation and emotion with objective fact-finding.
An employment investigation is not a criminal prosecution. Its purpose is to gather evidence from both sides, test credibility and establish whether there is a case to answer.
| The internal investigation risk | The Dekela outsourced approach |
|---|---|
| Evidence is lost or alteredUnplanned questioning alerts people before relevant records, stock data or access logs have been preserved. | Early evidence planningWe identify proportionate preservation steps and work with appropriate technical, financial or legal specialists where needed. |
| Emotional interrogationLeading or accusatory questions make it harder to assess the account fairly and may undermine confidence in the process. | Neutral investigatory interviewsWe use structured, non-leading questions and give the employee a proper opportunity to explain discrepancies. |
| Waiting indefinitely for police actionThe employment issue remains unresolved while a separate criminal process follows a different timetable and burden of proof. | Carefully managed parallel fact-findingWhere reasonable, an internal process may continue without prejudicing criminal proceedings, with specialist advice obtained when required. |
What we investigate
Independent scrutiny across workplace dishonesty concerns.
Each investigation is shaped around the allegation, relevant policies, available evidence, people involved and any parallel criminal or regulatory considerations.
Expense & timesheet fraud
Potentially false expense claims, unworked hours, fabricated overtime or misuse of company payment methods.
Financial irregularities
Suspected diversion of funds, invoice manipulation, false suppliers or other unexplained transaction patterns.
Data & intellectual property theft
Suspected removal of client databases, confidential pricing, trade secrets or commercially sensitive documents.
Bribery, gifts & kickbacks
Undeclared incentives, supplier benefits or conflicts that may breach anti-bribery and conduct policies.
Was the concern raised through a protected disclosure or does it indicate a wider compliance failure? Explore our whistleblowing investigation service.
SME case study
Suspected expense fraud involving a senior employee.
A professional-services business identified discrepancies in client-entertainment claims submitted by a high-performing senior employee. The employee’s status made internal challenge difficult, while the financial records alone did not explain the surrounding circumstances.
Dekela independently reviewed a defined period of expense records against relevant calendars, journey data and communications, then conducted a formal investigatory meeting so the employee could answer the discrepancies.
The outcome
The investigation produced a clear account of the records, policy requirements and employee response. The report enabled the appointed decision-maker to proceed to a disciplinary hearing with a reliable factual basis.
Details have been generalised to protect confidentiality.Careful evidence, fair process
How a workplace theft or fraud investigation works.
We move promptly where evidence or assets may be at risk, while keeping protective measures and fact-finding proportionate.
- 01
Triage & terms of reference
We define each allegation, identify immediate evidence risks and help the employer consider proportionate interim safeguards.
- 02
Evidence gathering
We review relevant financial records, audit trails, CCTV, access logs, communications or stock information lawfully and fairly.
- 03
Investigatory meetings
We interview relevant witnesses and put the evidence to the employee, allowing a proper opportunity to explain or challenge it.
- 04
Objective report
We analyse evidence that supports and does not support each allegation, then report findings on the balance of probabilities.
Current official guidance: Acas investigations at work · Acas suspension guidance · GOV.UK deductions from pay
Common questions
Workplace theft and fraud questions, answered.
For advice about a live situation, speak to our team in confidence.
Should we call the police or conduct an HR investigation first?
An employer may report suspected criminal conduct to the police and should consider any regulatory, safeguarding or insurance obligations. A workplace investigation may sometimes continue alongside criminal proceedings where it is reasonable to do so, but it must not prejudice or influence those proceedings. The right sequence depends on the facts, so legal advice may be appropriate.
Can we deduct suspected losses from the employee’s final pay?
Employers cannot simply deduct an alleged loss from wages. A deduction generally needs to be required or permitted by law, authorised by the contract, or agreed in writing. Special limits can apply to cash or stock shortages in retail, and minimum-wage rules may also be relevant. Check the contract and obtain payroll or legal advice before making any deduction.
What if the employee resigns before the investigation is finished?
Resignation does not necessarily prevent an employer from completing proportionate fact-finding. Finishing the investigation may preserve an accurate record, support decisions about losses or reporting obligations, and help the organisation respond to any later dispute. The former employee should still be treated fairly and given a reasonable opportunity to respond where practicable.
Confidential initial conversation
Protect your assets with a careful first response.
Share a high-level outline in confidence. We’ll discuss the suspected loss, immediate evidence risks and an appropriate fixed-fee investigation scope.