Why Choose Us?
- We have been selected by the Office of Government Procurement to provide investigations, appeals and reviews related to disciplinary, dismissal, fraud, bullying and harassment and grievance.
- We have provide investigations, appeals and reviews in many of the Government departments, civil service, state and semi-state bodies, universities, ETB’s, and so on. We have completed many investigations and appeals for corporates and SMEs.
- Our team are qualified and trained to exacting standards. Our process is thorough but efficient and we can deliver results in accordance with the timelines of our client organisation. Our reports are concise and precise. Our process is legally robust. We are up-to-date on the latest legislation, codes and changing case law. Our style is human and empathetic while also being completely independent and external.
Why Hire External Support
Employment law and employment cases have become ever more complex, creating a minefield for employers. Where previously internal investigations and appeals were acceptable, and still are sometimes, there is a growing demand to outsource this work to external, independent parties, who are skilled in the area. In addition, external investigators can focus on the work in hand while internal investigators are trying to do their “day job” while also carrying out an investigation or an appeal. Furthermore, there will always be a sense of bias or unfairness among the minds of parties where they perceive an internal investigator to be biased in some way towards or against a party to the investigation or appeal.
Workplace investigations and appeals are complex procedurally. The High Court ruling in the Lyons v Longford Westmeath ETB case, highlights the huge complexity of issues involved, and the need for the investigators to be extremely competent in their work.
Having conducted and advised on many workplace investigations and appeals across the public sector, corporate sector and SME’s, we would advise caution and care in deciding on internal v external.
It is clear from case law in this area that the onus of conducting a proper and fair investigation and appeal falls on the employer or any external appointed investigator to ensure that the investigation is properly carried out.
Advice On Internal Investigations
We are fully of the view that an internal investigation or appeal is oftentimes appropriate, expedient and cost-effective, and we are happy to advise on the process that must be followed by the people conducting the internal investigation or appeal.
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Satisfied Customers With CollierBroderick
I appreciate the prompt way in which you dealt with this complaint and I think your investigation report is very comprehensive
I found Helena very professional and knowledgeable. She was also very thorough and able to adopt a practical approach to situations when required
HR Specialist, Lufthansa Technik Shannon Ltd
CollierBroderick proved invaluable delivering the project in a most professional and effective fashion, helping us to set up a new HR Structure. Eextremely supportive & knowledgeable but also encouraged us to put in our own input. Thoroughly satisfied with the end result and would have no hesitation in recommending CollierBroderick
CEO, Desmond Credit Union
May I thank you both for the immense amount of work you both did in conducting this investigation. You have issued a comprehensive detailed and conclusive report which I greatly appreciate. Proceedings under the Grievance Procedure in respect of this matter are now concluded and HR will handle any outstanding procedural/process issues.
Employee Relations Manager
Ready to learn more?
If you are an employer and have any questions, please contact us today.