Workplace investigations
Comprehensive investigation services, tailored to meet the needs of your business
Engaging an external investigations officer will ensure impartiality and objectivity. This is particularly valuable in sensitive cases where an internal investigator might have biases or conflict of interest. Such biases can compromise the integrity of the investigation and the overall trust in the investigative procedures.
NFP can help you preserve workplace harmony and business reputation
Working with a specialist HR partner during workplace investigations can help you:
- Avoid fines and punishments by ensuring you abide by intricate employment law
- Save time and stress as the day-to-day tasks and admin are handled by your external partner
- Attract and retain top talent as you gain a reputation of being a fair, honest employer
- Maintain productivity by addressing issues quickly and helping foster a respectful, professional, and transparent work environment
What can you expect from NFP’s outsourced HR solutions?
Bespoke
Each investigation is unique, and our team of consultants can provide tailored services to address the specific issues within your business.
Compliance
We help you ensure your investigation complies with relevant legal requirements, reducing risk and enhancing the credibility of your investigation.
Confidentiality
At NFP, we ensure that all information is handled with the utmost discretion, protecting the privacy of all parties involved.
Long-term strategy
Post investigation, we can provide your business with strategic recommendations to prevent future issues.
Frequently asked questions
A fair, well-run investigation protects your business from legal risk, ensures compliance with Irish employment law, and shows staff you take issues seriously. Poor investigations can lead to unfair-dismissal awards, reputational damage, and loss of trust.
Common problems include bias, poor documentation, delays, unclear scope, and mixing investigation with disciplinary decision-making. These missteps can undermine fairness and be challenged at the Workplace Relations Commission (WRC).
The investigator must be impartial, experienced, and have no conflict of interest. Many businesses outsource to independent specialists to ensure objectivity, especially for sensitive cases like bullying, harassment, discrimination, or senior-level disputes.
Typical matters include bullying and harassment complaints, misconduct allegations, breaches of company policy, whistleblowing reports, discrimination claims, and conflicts between staff or management.
Investigations must follow the WRC’s Code of Practice on Grievance and Disciplinary Procedures, comply with the Unfair Dismissals Acts, and apply the principles of natural justice – meaning the process is fair, transparent, and gives both sides a chance to be heard.
Outsourcing ensures impartiality, speeds up the process, reduces internal disruption, and limits legal exposure. It also sends a clear message to staff that issues will be addressed fairly and professionally, with findings documented to a standard that can stand up in court or at the WRC.