Employee or Ex-employee Investigations

Investigations inside or outside of the Workplace

Investigating an Employee or ex-Employee inside or outside of a workplace can cause many
challenges for management. Who is responsible for conducting the investigation, the line manager,
HR or do you outsource the process to a trusted professional with the expertise to fulfil the need to
prove your suspicious, or obtain a conviction during any judicial process?

Workplace investigation can come in many different shapes and sizes for several different purposes
which may include but is not limited to, misconduct, harassment, moonlighting, bullying, discrimination
allegations, or even theft of corporate data or clientele.

Hiring a private investigator to conduct a workplace investigation can help ease any conflict of interest
and remove any emotional attachment to an individual during the investigative process.
Private workplace investigations using Open Source Intelligence Techniques – OSINT can be more
cost effective than just surveillance alone. You do not wish to alert your main suspect that they are
under investigation. You need to proceed with caution, act normally, but gain the ‘evidence’ required
on which to base decisions to protect your business.

The circumstantial evidence may include an Employee whom you believed to be a trusted member of
your staff, causing you frustration and sleepless nights, the feeling of a physical body blow. The
situation is requiring too much headspace, further damaging your usual ability to make sound financial
business decisions which you would normally sail through daily, as part of managing your business.

It may be the market in which your business operates has contracted and you need to reduce your
head count accordingly as the business can no longer sustain the number of roles. Unfortunately, a
redundancy process must be implemented.

A senior member of staff sees an opportunity and works on mentoring/priming those that will be
leaving the business with access to highly sensitive information, whilst they themselves remain in their
senior position, allowing a foot in both camps. The mentoring likely included how to set up a business
in direct competition with minimal overheads. Customer lists, contracts, pricing were all known to
those involved, meaning they could hit the ground running at their given start date.

Deciding if a full blown investigation is required for a disciplinary or grievance means you would have
most probably gone through a number of steps before making this decision.
You need a damage limitation strategy, one which includes evidence showing the activities of the
current and potentially ex Employees. Fox Robinson Investigations can help with your workplace,
Employee and ex-Employee investigations.

Whatever your suspicions consider a no obligation, initial consultation with Fox Robinson
Investigations to discuss the option of Open Source Intelligence Techniques (OSINT) and how it can

You can submit a request on our website or if your situation is urgent you can call us directly.
Whatever your situation, big or small, we are confident we can give you the reassurance required to
assist with the next steps of your decision making process for the benefit of your business.