Employment Matters · Across Ireland
A fair process. Clear findings. A considered way forward.
Support for employers and professional advisers dealing with grievances, bullying, harassment and sensitive workplace complaints. We examine the facts impartially within an agreed remit, with care for everyone involved.
An initial enquiry helps us assess suitability and establish the next steps. The investigator, scope and fees are confirmed before an assignment begins.
Why the process matters
The value of an investigation lies in both its findings and how those findings are reached. Unclear allegations, gaps in the evidence or an inadequate opportunity to respond can undermine confidence in the result.
A carefully documented investigation gives the organisation and its advisers a clearer basis for considering the next steps. It can also reduce the pressure on the people who would otherwise have to manage the fact-finding internally.
An independent investigation does not promise a particular result. The purpose is to establish the facts fairly, rather than validate a decision already made.
What we can examine
We consider each enquiry on its circumstances, the applicable workplace procedure and the scope of the proposed appointment.
Complaints about workplace treatment, management conduct, decisions or working relationships that require a structured examination of the facts.
Allegations requiring sensitive handling, clear particulars and careful consideration of the evidence under the relevant policy.
Sensitive complaints requiring a clearly defined process, respectful communication and attention to the participation of those involved.
Fact-finding into alleged workplace conduct, with the investigation remit distinguished from any subsequent disciplinary decision.
For solicitors & professional advisers
Where you are advising a client and need a separate investigator, we can consider a defined appointment alongside your continuing advisory role.
For referred investigations, we undertake the agreed independent assignment, respect your existing client relationship and do not seek additional work from that client.
How an assignment is approached
The precise procedure depends on the complaint, the relevant policies and the agreed terms of reference. The outline below explains the stages to discuss when commissioning an investigation.
Provide a brief outline, your contact details and any important dates. We use the initial information to consider whether the proposed assignment is suitable.
Confirm the investigator, potential conflicts, terms of reference, responsibilities, fees and proposed timetable before work begins.
Set out the relevant allegations and procedure, how parties can participate, and the arrangements for communication and information sharing.
Review relevant records, meet the appropriate parties and witnesses, and provide opportunities to respond in accordance with fair procedures and the agreed remit.
Set out the scope, process, relevant evidence, findings and reasons, with supporting material organised as appropriate.
Provide the agreed reporting to the appropriate recipient. Any subsequent decision or review follows the applicable policy and agreed arrangements.
Reporting and responsibilities
The deliverables are agreed for each appointment. The aim is a report that enables its intended recipients to understand what was examined, what evidence was considered and why the findings were reached.
Investigation, disciplinary decision-making and appeal are distinct roles. Any additional stage must be considered and agreed separately; it is not automatically included in the investigation appointment.
People behind the service
Daithi O’Maonaigh and Melissa Wynne are part of the team developing our investigations service. The person responsible for your investigation and the arrangements for the assignment will be confirmed before appointment.
Client Support Executive
WRC Case Manager
MII Approved MediatorMelissa’s MII approval relates to mediation. Investigation appointments are assessed separately for suitability and independence.
Your questions answered
The investigator is confirmed for each assignment after considering the subject matter, potential conflicts and availability. We explain the proposed appointment before you agree to proceed.
The initial conversation gathers the background and helps establish whether the enquiry is suitable. It is not a detailed legal advice consultation or confirmation that an investigation has been accepted. If we can assist, the appointment, scope and fees are agreed before work begins.
Yes. The referring firm can retain its advisory role while the investigator undertakes a separate, defined fact-finding assignment. Communication and reporting arrangements are agreed in advance, with the investigator’s independence respected.
In an independent investigation, the investigator’s role is impartial fact-finding within the agreed remit. The employer commissioning the work does not determine the findings. This role is different from providing employer advice or representation.
Workplace investigations involve sensitive information, but confidentiality is not absolute. Relevant information may need to be shared so allegations can be understood and answered, or to meet other applicable requirements. The information-sharing arrangements are explained as part of the process.
Timing and fees depend on factors such as the scope, number of parties and witnesses, volume of records and availability. These arrangements are discussed before appointment. Changes to scope or timing should be addressed as the work progresses.
An appeal is not automatically part of the investigation assignment. Any review or appeal arrangements depend on the applicable policy, the terms of reference and the nature of the decision. The appropriate responsibilities should be clarified before the process begins.
Mediation and investigation serve different purposes. Mediation helps willing participants explore agreement; an investigation examines facts and reaches findings. Suitability should be considered in light of the complaint and any formal process required. Mediation does not automatically replace an investigation.
Start with your contact details, whether you are an employer or professional referrer, a brief outline and any key dates. Please avoid sending detailed case papers or sensitive information about other people until an appropriate way to receive them has been agreed.
Yes. We consider investigation enquiries from across Ireland. Practical arrangements and availability are discussed when assessing the proposed assignment.
Start the conversation
Tell us briefly about the issue or proposed referral. We will consider suitability and explain the next steps before any assignment is agreed.
