Independant Workplace Investigations

Fair, structured fact-finding for grievances, conduct concerns, workplace complaints and other sensitive employee matters.

When accounts conflict or confidence in an internal process has broken down, an independent investigator can help establish what happened and provide a reliable basis for the organisation’s next decision.

We’ll:

• Define the Investigation
• Review the Evidence
• Conduct Interviews
• Analyse the Information
• Report the Findings

Why Use Us?

Some workplace matters can be investigated effectively by an internal manager. Others require greater independence, specialist support or additional capacity, for example when:

• The allegations involve a manager or senior employee
• Different people provide conflicting accounts
• The matter is particularly sensitive or complex
• Previous internal attempts have not resolved the issue
• Those involved may question the impartiality of an internal investigator
• The organisation lacks sufficient time or internal capacity
• Several witnesses, documents or allegations must be considered
• Management needs clearly documented findings before deciding what happens next

The investigator’s role is not to defend the organisation, support one party or determine a disciplinary sanction. It is to examine the relevant evidence fairly and reach findings within the agreed terms of reference.

We May Be Asked To Investigate … 

Subject to the circumstances and appropriate scope, an independent investigation may examine:

• Formal grievances
• Conduct concerns
• Bullying or harassment allegations
• Complaints involving managers
• Workplace relationship complaints
• Alleged breaches of policies or procedures
• Disputed events and conflicting accounts
• Communication and management concerns
• Complaints requiring independent fact-finding

We may also be asked to mediate, but they do serve 2 very different functions. 

An investigation is appropriate when the organisation needs to establish facts and reach findings about an allegation or disputed event. Mediation may be appropriate when the central problem is a damaged working relationship and the people involved are willing to seek a mutually acceptable way forward.

Either way, if a matter requires specialist legal, safeguarding, criminal, financial or regulatory expertise, this will be identified at the outset.

Why Shadow CEO?

Shadow CEO brings together practical business experience with advanced education and training in:

• Employment law
• Mediation and conflict resolution
• Workplace investigations
• Strategic leadership
• Professional consulting
• Quality auditing
• Business accounting and finance

I have more than 20 years’ experience running businesses and previously served in the Royal Navy Submarine Service. My approach is calm, methodical and evidence-led. The objective is to understand the matter properly, treat those involved fairly and provide the organisation with clear, usable findings.

Current Availability

Shadow CEO’s full independent workplace-investigation service is being developed for 2027, supported by existing Acas investigation training, Level 7 employment-law education and further practical investigator development.

In the meantime, enquiries from employers, HR consultancies, solicitors and investigation providers are welcomed, including conversations about future associate, supervised and quality-assured assignments.