Employment investigations and disciplinary chair

I am a busy and experienced workplace investigator and disciplinary, grievance or appeal chair.

My investigation and disciplinary or grievance chair practise typically relates to conducting complex, challenging and sensitive disciplinary and grievance investigations or hearings normally in respect of CEOs, senior executives and board members. In addition to investigations, I chair first stage or appeals hearings.

Investigations and hearings represent a substantial part of my practise alongside being a practising barrister and mediator.

Whilst acting as an investigator or chair, clients have the additional comfort that whilst I wouldn’t be offering legal advice, they would have the benefit of engaging someone who has had formal legal as well as investigations training, rather than the traditional ‘HR’ background investigator who make up the bulk of the investigator and chair service offerings.

Using an independent external workplace investigator ensures impartiality and credibility. Internal investigators may face conflicts of interest, unconscious bias, or pressure from management, which can compromise the integrity of findings. External professionals bring specialized expertise in employment law, investigative techniques, and best practices, reducing legal and reputational risks. Their independence fosters trust among employees, encouraging candid participation and protecting confidentiality. Additionally, external investigators provide objective reports that stand up to scrutiny in tribunals or courts, strengthening the employer’s position. Overall, outsourcing investigations demonstrates commitment to fairness, transparency, and compliance, which enhances workplace culture and mitigates liability.