We get it. As a business owner, few things are more unsettling than receiving an employee complaint involving harassment, discrimination, retaliation, or workplace conflict. But conducting a proper workplace investigation is vital.
Inside, you may be faced with a million questions:
- Is this true?
- What does this mean for my company?
- Could we be sued?
- How do I handle this fairly and legally?
These concerns are valid. Workplace investigations can feel overwhelming, but you don’t have to go through them alone. A properly conducted workplace investigation doesn’t just resolve complaints—it protects your business, improves company culture, and builds trust with employees.
Let’s walk through what you need to know about workplace investigations, why an external investigator is the best approach, and how our team can support you through this process.
Why A Workplace Investigation Matters
Employee complaints—whether about harassment, discrimination, retaliation, or general workplace conflict—aren’t just HR headaches. If ignored or handled improperly, they can lead to a number of concerns. Here are three of the biggest we hear about:
Legal liability – Mishandling an employee complaint can result in lawsuits, government audits, or reputation damage.
Cultural damage – Employees who don’t feel heard or supported are more likely to disengage, underperform, or leave the company.
Financial costs – Turnover, legal fees, and low morale all impact your bottom line.
This is why conducting a thorough, fair, and unbiased workplace investigation isn’t just about legal compliance—it’s about ensuring a healthy work environment where employees feel respected and heard.
Internal vs. External Workplace Investigations
Some business owners wonder: Can’t I just have my HR team handle this?
While internal HR professionals play an essential role in company policies and culture, they may not always be the best choice for conducting workplace investigations. Here’s why:
Bias Concerns – Even the best HR teams have internal relationships, which can create real or perceived conflicts of interest.
Legal Risks – If the investigation isn’t conducted properly, it can create liability rather than reduce it. External investigators ensure that every step follows best practices.
Employee Trust Issues – Employees are often hesitant to speak openly to internal HR, especially if they fear retaliation. External investigators create a neutral, safe space for honest dialogue.
Expertise in Complex Cases – External investigators specialize in sensitive situations, ensuring thorough interviews, evidence gathering, and documentation.
By using an independent workplace investigator, you show your commitment to fairness, transparency, and legal due diligence.
How Our Workplace Investigations Work
We understand that workplace investigations can feel daunting, so we guide you through the process every step of the way.
Step 1: Legal Consultation
Before beginning an investigation, we coordinate with your legal counsel to understand the situation, ensure compliance, gain a scope of the investigation, and align expectations on how findings will be used.
Step 2: Business Owner Discussion
We meet with you to understand the complaint, company policies, and any prior history that may be relevant.
Step 3: Employee Interviews
We conduct confidential interviews with:
- The claimant (employee making the complaint)
- Witnesses and anyone else with relevant information
- The respondent (employee accused)
Our interview process is thorough, unbiased, and emotionally intelligent, allowing employees to feel heard while ensuring accurate fact-gathering.
Step 4: Evidence Review & Analysis
We review supporting documentation such as emails, text messages, policies, security footage, or other relevant materials to gain a complete and objective perspective.
Step 5: Findings Report
We compile a detailed report outlining:
- Summary of events from all perspectives
- Employee testimonies & character assessments
- Supporting documentation & witness statements
- Final conclusions based on the facts
The report is then submitted to legal counsel, who will determine any next steps regarding policy enforcement or disciplinary action.
How We Help Business Owners Through the Process
We have worked with companies across dozens of industries, both small and large. We understand that every case is unique.
Our approach is designed to:
Minimize legal risks – We ensure due diligence, reducing the risk of legal claims.
Maintain neutrality – We prioritize truth and fairness, ensuring all voices are heard.
Protect confidentiality – Employees can speak openly without fear of retaliation.
Help you make informed decisions – Our report gives you clear, actionable insights.
Support long-term workplace culture improvements – Beyond the investigation, we provide HR guidance to help prevent future issues.
Case Study: How External Investigations Make a Difference
One company in the hospitality industry faced an ongoing conflict between employees that had escalated into a formal complaint of harassment. The business owner feared legal repercussions and wanted to ensure fairness for all involved.
After conducting an independent workplace investigation, significant miscommunications and cultural tensions needed to be addressed. Employees were spoken to, the situation as resolved, and employees were pleased with the outcome.
Because the business owner took swift action with us, they avoided a large legal dispute, strengthened their team, and improved company morale.
This is just one example of how a workplace investigation can protect your business while fostering a healthier, more productive work environment.
What Should You Do If You Receive an Employee Complaint?
Stay calm – Don’t panic or assume the worst. Complaints are a normal part of business and can be addressed with the right process.
Avoid immediate reactions – Don’t confront employees, dismiss the complaint, or jump to conclusions before an investigation takes place.
Engage an external investigator – A neutral, professional investigator ensures fairness, protects your business, and provides clarity on the next steps. Contact us for your complimentary consultation.
Follow legal guidance – Always consult with legal counsel before making decisions based on investigation findings.
Use the situation as an opportunity – A well-handled complaint can lead to better policies, improved workplace culture, and stronger leadership.
We’re Here to Help
Workplace investigations don’t have to be overwhelming. With the right approach, they can protect your business, strengthen employee trust, and create a better workplace culture.
If you’ve received an employee complaint—or just want to be proactive about workplace conflict resolution—we can help.
Call us today for a complimentary consultation. Let’s discuss your concerns, outline the best course of action, and ensure your business is protected.
📞 661-750-2183
📧 justin@newfrontierconsult.com
Final Thoughts
Business owners don’t have to navigate workplace investigations alone. With experienced external investigators, you gain clarity, confidence, and peace of mind while ensuring legal and cultural best practices.
Let’s turn employee complaints into opportunities for growth, fairness, and a stronger workplace.
Contact Us
Have questions? Give us a call: 661-750-2183.