Independent HR Investigations

When issues arise, it's critical to act swiftly, fairly, and without bias. Internal teams may not always have the capacity or neutrality required—especially when cases involve senior staff, reputational risk, or potential legal exposure.

Using an independent investigator provides:

•  Objectivity and impartiality
   
•  Credibility with employees, unions, and tribunals
   
•  Expert handling of complex or high-risk cases
   
•  Clear, robust reports to support confident decision-making
   
•  Protection against procedural errors and potential claims

• Initial Scoping & Terms of Reference
  We clarify the nature of the concerns and define a clear, fair process before proceeding.
   
• Full Case Management
  From evidence gathering to witness interviews, we handle all aspects of the investigation with professionalism and sensitivity.
   
• Detailed Findings Report
  You receive a clear, factual report with supporting evidence, suitable for internal use or future tribunal defence if needed.
   
• Optional: Support at Disciplinary or Grievance Hearings
  We can act as a neutral presence or advisor during subsequent processes, helping ensure procedural fairness.

“PreciseHR guided us through a highly sensitive investigation with clarity, fairness, and professionalism. Their impartial approach gave us confidence every step of the way.”
– HR Director, Engineering Firm

“The investigation carried out by PreciseHR was thorough, well-structured, and handled with care. Their balanced reporting helped us reach a fair and defensible outcome.”
– Chief Executive, Manufacturing Organisation

“PreciseHR felt like a seamless extension of our internal team. They were responsive, discreet, and incredibly knowledgeable—exactly what we needed in a challenging situation.”
– Head of People, Charity Sector

We’re often called in to investigate:

• Gross misconduct allegations
• Bullying, harassment or discrimination claims
• Grievances involving senior managers
• Complaints requiring specialist HR or legal knowledge
• Repeat issues or cultural patterns that need external review

• Experienced in ACAS-aligned, legally defensible investigations
• Confidential and discreet handling of sensitive matters
• Balanced—protecting both the business and employee rights
• Responsive—we act quickly to minimise disruption
• Clear reporting that enables fair, timely outcomes