Employee Relations Services > Bullying + Harassment Investigations
Bullying + Harassment Investigations
Supporting fair and compliant investigations into workplace bullying
Workplace bullying and harassment can seriously damage trust and morale. Whether the issue is between colleagues, or involves senior leadership, it’s vital to handle every case with care, and discretion, as well as legal compliance.
We support organisations by conducting impartial bullying and harassment investigations that are impartial and respectful. From managing interviews to producing detailed reports and facilitating hearings, we ensure every step aligns with your internal bullying and harassment policy and meets legal best practice.
Why dealing with bullying in the workplace matters
Addressing bullying and harassment properly not only protects your employees — it protects your business.
Failing to take appropriate action can lead to reputational damage, high turnover, and legal consequences.
By responding promptly and fairly, you show your team that unacceptable behaviour has no place in your organisation.
What our investigation service includes
We can manage the full end-to-end process or support your HR team with specific stages of the investigation.
Our services include:
Reviewing the complaint and relevant bullying and harassment policies
Conducting impartial investigations and interviews
Gathering and assessing evidence
Producing a detailed investigation report
Supporting disciplinary or grievance hearings
Advising on appropriate outcomes and next steps
Facilitating the appeals process, if required
Our team approaches every case with objectivity, confidentiality, and sensitivity — ensuring all parties feel heard and supported.
How the process works step by step
Step 1: The complaint is raised
An employee submits a formal complaint in writing, clearly outlining the workplace bullying or harassment experienced.
Step 2: Policy and initial review
HR acknowledges the complaint, shares the relevant internal policies, and assesses whether the issue falls under the grievance or disciplinary procedure.
Step 3: Determining the investigation route
HR decides if informal resolution is possible or whether a formal investigation is required. If necessary, adjustments are made to separate individuals while the process is underway.
Step 4: Investigation begins
An impartial investigator — either internal or external — interviews all relevant parties and gathers supporting evidence.
Step 5: Report and outcome
A written report summarises the findings. If disciplinary action is required, your standard process is followed and outcomes are shared in writing.
Step 6: Appeal and post-investigation support
If the employee appeals the decision, an appeal process is followed. Support is provided for the complainant, which may include team changes or workload adjustments.
The cost of a bullying and harassment investigation depends on:
The number of individuals involved
The complexity of the complaint
How many meetings or interviews are required
We’ll provide a tailored quote based on your needs and internal capacity.
What does it cost?
Frequently asked questions
We’re a small business with no one to manage the investigation — what can we do?
That’s exactly where we can help. We can provide an impartial HR consultant and a senior member of our team to conduct the full investigation and appeal process on your behalf.
The complaint involves one of our directors — how should we handle this?
Even senior staff must be subject to the same grievance process. We’ll help you navigate sensitive leadership-level complaints, including the need to suspend the individual where appropriate.
The complaint is between two colleagues on a vital project — can we keep things moving?
We’ll assess the situation and recommend adjustments to ensure project continuity without compromising the investigation. This might involve reassigning responsibilities or adjusting working arrangements temporarily.
Contact Us
Interested in working together? Fill out some info and we will be in touch shortly. We can’t wait to hear from you!
Aliya Vigor-Robertson
Founding Partner
+44 7979 498 455
aliya@journeyhr.com
Sue Shaw
Founding Partner
+44 7939 992 801
sue@journeyhr.com
Location
JourneyHR
5th Floor, High Holborn House
52–54 High Holborn
London WC1V 6RL
Office Hours
Monday–Friday
9am–5.30pm