Workplace Investigation and Restoration
By combining investigation expertise with advanced conflict resolution and mediation skills, we help organizations restore workplace relationships, strengthen teams, and create healthier, more productive work environments.
Fair, Independent and Defensible Workplace Investigations
When workplace concerns arise, employers need an investigator who can conduct a thorough, impartial and legally defensible investigation while minimizing disruption to the organization.
We provide independent workplace investigation services for employers, municipalities, professional organizations, non-profits and private businesses throughout Ontario.
Our investigations are conducted with procedural fairness, neutrality and attention to organizational realities. We gather and assess evidence, conduct interviews, evaluate credibility where necessary, and provide clear findings supported by objective analysis. Types of investigations may include:
Harassment Complaints
Workplace violence allegations
Bullying and toxic workplace concerns
Discrimination complaints
Human rights issues
Code of conduct breaches
Conflicts of interest
Retaliation and reprisal allegations
Employee misconduct
Leadership and management complaints
Why Choose Us
Independent and neutral investigator
Experienced in complex workplace disputes
Trauma-informed and culturally aware approach
Practical and business-focused solutions
Timely and efficient processes
Clear, well-reasoned reports
ADR-informed approach that considers resolution opportunities where appropriate
Workplace Restoration Services
Repairing Relationships and Helping Workplaces Move Forward
A workplace investigation may identify what happened, but it does not always restore trust, collaboration or psychological safety.
We offer Workplace Restoration services designed to help organizations move forward after conflict, workplace complaints, team breakdowns, leadership challenges or completed investigations.
Our goal is to help individuals and teams rebuild productive working relationships and create healthier workplace cultures. Workplace restoration can assist organizations following:
A completed workplace investigation
Findings of harassment or misconduct
High-conflict teams
Leadership transitions
Significant organizational change
Persistent workplace tension
Employee complaints and grievances
Breakdown of communication between colleagues
Return-to-work situations
Workplace culture concerns
Workplace Restoration Services
Workplace restoration is not about assigning blame. It is about helping people move forward constructively. Moving past conflict to reconnection. Restoration services can include the following:"
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Facilitated discussions that help employees address concerns, improve communication and develop practical solutions.
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Structured interventions designed to repair damaged team dynamics, improve collaboration and rebuild trust.
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Support for managers and leaders navigating conflict, communication challenges or cultural issues within their teams.
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Guided discussions that allow parties to address issues in a respectful, safe and constructive environment.
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Practical training that equips leaders and employees with tools to manage conflict effectively and prevent future disputes.
FAQ
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Whether a formal investigation is required depends on the nature of the complaint, applicable legislation, workplace policies, collective agreement obligations and the circumstances of the organization.
Allegations involving harassment, violence, discrimination, human rights concerns or serious misconduct may require a formal investigation. In other circumstances, an employer may have greater flexibility to consider informal or alternative resolution processes.
Where there is uncertainty, an early assessment can help determine the most appropriate process.
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While every investigation is different, the process generally includes reviewing the complaint and relevant documents, identifying the issues to be investigated, interviewing the complainant, respondent and relevant witnesses, assessing evidence, making credibility determinations where necessary, and preparing a written report.
The scope and procedure should be proportionate to the nature and complexity of the allegations.
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No. Some workplace concerns may be more appropriately addressed through mediation, facilitated discussions, coaching, management intervention or another informal resolution process.
However, alternative resolution should only be used where appropriate and where doing so is consistent with the employer’s legal, policy and procedural obligations.
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Workplace restoration is a process designed to help individuals and teams rebuild working relationships after conflict, workplace complaints, investigations or other significant disruptions.
It may involve mediation, facilitated conversations, leadership coaching, team interventions, training or a combination of approaches tailored to the workplace.
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Potentially, but whether this is appropriate depends on the circumstances.
The organization should consider issues such as confidentiality, neutrality, the investigator’s prior involvement and whether participants would be comfortable engaging in a restorative process with the same professional. In some cases, using a different facilitator may be preferable.