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Workplace Investigations

It may not always be the best answer to investigate allegations internally.

Lewis Silkin Worksphere

While in-house teams are well versed in conducting investigations sometimes they are overstretched, or factors such as confidentiality or privilege or distance impact on who should look into the allegations or concerns. 

We have a team of lawyers and HR professionals experienced in undertaking investigations. We are familiar with the legal issues that may be involved in such investigations including the need to consider regulatory legal privilege, data handling and cross border angles.  Before commencing work, we will scope the investigation with you, including identifying the risks and how these might be mitigated. We will then:

  • interview relevant people
  • review any relevant documents and
  • prepare a detailed investigation report setting out our conclusions

For further information please see our investigations brochure

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10 August 2020

We set out the key considerations for organisations faced with grievances or allegations of wrongdoing which may require formal investigation.

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Conducting workplace investigations remotely

01 May 2020

As we are all in midst of this Covid-19 world, we are clearly some way away from ‘business as usual’. The vast majority of employers are grappling with new ways of working, with many of their employees working from home or in other unusual ways. But it is clear that ‘business as usual’ issues can and do still arise. So, what should an employer do if it becomes aware of an allegation of misconduct or wrongdoing? In this article, we look at whether a remote investigation is the right step to take, and what to bear in mind if you conclude it is.

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