A structured, fair and independent approach to workplace investigations.
At PreciseHR, we deliver independent and impartial workplace investigations into complex and sensitive people matters. Our investigations are conducted with procedural rigour and care, providing organisations with clear, defensible findings that support confident and fair decision-making.
We apply a structured, human-centred approach that ensures all parties are treated with dignity and respect. Our services are commonly instructed in relation to allegations of misconduct, grievances, bullying, harassment and disciplinary matters where independence and clarity are essential.
Why choose an independent investigator?
When workplace issues are complex or sensitive, handling an investigation internally can create challenges around neutrality, capacity and perceived fairness. Even where internal HR teams are skilled and well-intentioned, their involvement can be questioned particularly where senior employees are involved or outcomes may be contested. Instructing an independent investigator provides:
- True impartiality, free from internal relationships or organisational dynamics
- Procedural rigour, with clear Terms of Reference and consistent methodology
- Credibility and confidence for all parties involved
- Defensible findings that support robust, fair decision-making
- Reduced risk of challenge, grievance escalation or tribunal criticism
An independent approach helps ensure the investigation process is trusted, proportionate and capable of standing up to scrutiny internally and externally.
How our investigation process works
Our investigations follow a clear, structured process designed to ensure fairness, consistency and defensibility at every stage. The approach is proportionate to the nature and complexity of the issues involved and is agreed in advance.
1. Scoping and Terms of Reference
We work with you to agree the scope of the investigation, the matters to be considered, and the process to be followed. Clear Terms of Reference are confirmed before any fact-finding begins, ensuring transparency and focus from the outset.
2. Evidence gathering and interviews
We gather relevant documentary evidence and conduct interviews in a fair, impartial and respectful manner. All parties are given the opportunity to be heard, with appropriate support and clear explanation of the process.
3. Analysis and fact-finding
Evidence is reviewed objectively and tested against the agreed Terms of Reference. Findings are based on fact, not assumption, and are reached through careful, balanced analysis.
4. Findings report
You receive a clear, structured report setting out the scope, evidence considered, factual findings and conclusions. Reports are written to support confident decision-making and to stand up to internal or external scrutiny.
5. Optional post investigation support
Where appropriate, we can provide neutral procedural guidance or advisory support following the conclusion of an investigation. This may include support at disciplinary or grievance hearings, helping to ensure fairness, consistency and confidence in the process.
What Our Clients Say
“PreciseHR guided us through a highly sensitive investigation with clarity, fairness and professionalism. Their structured approach and impartiality gave us confidence throughout, particularly in a safety critical environment.”
– HR Director, Engineering & Manufacturing Organisation
“The investigation was handled with a strong understanding of risk, governance and regulatory context. The process was robust and the findings were clear, balanced and capable of standing up to scrutiny.”
– Senior Leader, Infrastructure & Utilities Sector
“PreciseHR brought independence and calm to a complex situation involving multiple stakeholders. Their careful handling of the investigation helped ensure the process was trusted and the outcome was defensible.”
– Head of HR, Housing & Property Organisation
“This was a highly sensitive matter. PreciseHR balanced rigour with care, ensuring everyone was treated with dignity while delivering clear and objective findings.”
– Head of People, Charity Sector
“The investigation process was thorough, procedurally sound and well documented. PreciseHR demonstrated a clear understanding of public sector governance and the importance of fairness and transparency.”
– Senior HR Manager, Public Sector Organisation
“PreciseHR felt like a seamless extension of our internal team. They were discreet, responsive and highly knowledgeable, providing confidence at executive level during a challenging situation.”
– Chief Executive, Professional Services Organisation
PreciseHR is trusted by organisations operating in complex, regulated and values led environments, supported by an experienced and credible team who bring independent judgement, care and professionalism to every investigation.
Why organisations trust PreciseHR
Organisations choose PreciseHR because we combine independence with experienced judgement and a human-centred approach that supports fair, defensible outcomes.
- True independence
We are external to your organisation, with no prior involvement or internal pressures, ensuring objectivity throughout the investigation.
- Procedural rigour
Our investigations are carefully scoped, evidence led and documented, supporting outcomes that are fair and defensible.
- Experienced judgement
Our work is led by experienced practitioners who understand context, risk and the impact of decisions at organisational and individual level.
- Human-centred approach
We handle sensitive matters with care, ensuring dignity, clarity and psychological safety for all parties involved.
- Credibility under scrutiny
Our findings and reports are designed to stand up to challenge, whether internally, legally or reputationally.
When to instruct an independent investigator
There are certain situations where involving an independent investigator provides clarity, confidence and protection for both individuals and the organisation. You may wish to instruct an independent investigator where:
- The matter involves senior employees or managers
- Allegations are serious, complex or particularly sensitive
- There is a risk of perceived bias or conflict of interest
- Internal capacity or confidence is limited
- There is potential legal, regulatory or reputational risk
- Previous internal handling has been challenged
- Trust in the process needs to be reinforced
Instructing an independent investigator is not an admission of failure it is a proportionate and responsible governance decision where fairness, neutrality and confidence matter.