Investigations

We conduct impartial, trauma-informed workplace investigations.

Whether engaged by an internal HR team, external counsel, or a Board of Directors, organizations rely on us to conduct impartial, professional investigations. Our lawyers are experienced, trained investigators who can navigate complex situations and apply a trauma-informed approach when addressing sensitive issues such as sexual harassment (or other forms of harassment), discrimination, and workplace violence.

We recognize that investigations can be disruptive – not only to operations, but also to your workplace culture and the people involved. Our role is to carry out the process fairly and respectfully, while minimizing disruption and ensuring that all parties are treated with dignity.

Clear communication is central to our approach, not only with our clients but with those participating in the investigation process. Working with our clients,

• We define the scope at the outset
• We keep you informed throughout the lifecycle of the investigation
• We ensure you are always aware of our next steps

We also commit to transparency about the process with parties and witnesses, as appropriate.

In our experience, a clear, principled process counteracts some of the natural disruption an investigation can cause – we remain flexible in managing the investigation, without ever compromising the integrity of our findings. This approach is in service of our ultimate goal, which is to minimize risk for our clients by ensuring investigations are conducted thoroughly, efficiently and fairly.

We conduct neutral, compliant federal workplace investigations aligned with the Canada Labour Code Regulations.

As part of our neutral investigation practice, we are regularly retained to conduct workplace investigations in the federal sector. We apply both employer policies and the requirements of the Workplace Harassment and Violence Prevention Regulations under the Canada Labour Code, ensuring a process that is compliant, fair, and efficient.

We are experienced in managing the full regulatory process—from intake and early resolution through to investigator selection and reporting. Where required, we can act in matters that engage the Workplace Harassment and Violence Prevention Registry of Investigators; Rachel Turnpenney is a Registry member and has conducted numerous investigations under the Regulations.

Our approach is practical and trauma-informed, delivering clear, defensible outcomes in a highly regulated environment.

We assess workplace culture to identify risks early and provide practical recommendations to address them.

Taking a proactive approach can prevent workplace concerns from escalating into formal investigations. Early warning signs, such as vague complaints, declining morale, increased turnover, or interpersonal conflict, often point to deeper underlying issues that require attention.

We conduct focused, right-sized workplace assessments at the team, department, or organizational level to understand what is really happening on the ground. Through these reviews, we identify root causes, assess legal and organizational risk, and provide a clear, objective view of workplace culture.

Clients receive a practical diagnostic of key issues, an analysis of potential exposure, and concrete, actionable recommendations, along with strategic guidance on next steps to strengthen culture, address concerns early, and reduce the likelihood of future disputes.

We perform early, independent threshold assessments.

When a complaint is received, there are important preliminary considerations before embarking on a full investigation. A threshold assessment provides a structured, early-stage evaluation to determine the appropriate path forward, asking whether the allegations, if taken as true, could constitute a breach of workplace policy or applicable legislation.

This initial step helps organizations:

• Distinguish between matters requiring formal investigation and those better suited to management intervention, coaching, or facilitated resolution
• Clarify scope and better understand the nature or characterization of the allegations
• Ensure a proportionate, defensible response aligned with legal obligations

We provide independent, objective threshold assessments along with clear guidance on next steps to support a measured, compliant and defensible approach.

We help organizations move forward after investigations.

Workplace investigations can leave employees unsettled – whether due to staffing changes, strained relationships, or uncertainty about the future. While the investigator’s work may be complete, facilitation can help restore trust, improve communication, and provide a constructive path forward.

With this in mind, we offer facilitation services to address workplace tensions following an investigation. Using conflict resolution and team-building strategies, we work with groups or individuals to address underlying issues and build practical strategies for moving ahead. One-on-one facilitation is also available where targeted support is needed.

We deliver practical, customized investigation training.

We deliver workplace investigation training grounded in our experience as practicing investigators, designed for HR professionals, managers, and legal teams. Our programs can be tailored to meet organizational needs and are offered at both introductory and advanced levels.
For those new to investigations, we offer half-day sessions that cover the legal framework and core best practices for conducting effective internal investigations.

For more experienced participants, or organizations looking to build internal capacity, we provide HRPA-accredited, multi-session programs with a strong emphasis on hands-on learning. These advanced programs explore key competencies such as assessing credibility, recognizing unconscious bias, and drafting clear, defensible investigation reports.

See our Training page for more information.