Why Choose Us?

1. 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.
2. 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.
3. 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.