Independent workplace investigators in Leeds.
External fact finding for Leeds and West Yorkshire employers. Written terms of reference, impartial witness interviews, findings on each allegation and a report that stands up at appeal and at tribunal.
Leeds employers face the same investigation problem as everyone else, only more often, because the city has a high concentration of large employers in financial services, legal and professional practices, healthcare, higher education, retail and public sector bodies. In organisations of that size the person who would naturally investigate a serious grievance is usually too close to it, either because they manage one of the parties or because they are a witness themselves.
An external investigator solves that. The investigator has no relationship with either party, no line management interest in the outcome, and no role in the decision. That produces findings the workforce can accept and a report the organisation can rely on if the matter reaches the Leeds Employment Tribunal.
Clerk&Counsel places independent investigators with employers across Leeds and West Yorkshire, from single grievance matters in owner-managed businesses to multi-complainant investigations in schools and academy trusts, NHS bodies, universities, charities and listed groups. We place investigators, independent hearing chairs and employment counsel as separate practitioners, so no one person carries more than one role.
Serving Leeds and West Yorkshire.
Investigators take instructions across Leeds, Bradford, Wakefield, Huddersfield, Halifax, Harrogate and York, and travel to your premises for interviews where that is the right format. Where witnesses are spread across sites or have left the organisation, remote interviews are used to keep the timetable moving.
Employment claims arising in this region are heard at the Leeds Employment Tribunal, and reports are written with that audience in mind. A report that records the terms of reference, the evidence considered and the reason for each finding is far more useful to a respondent than a summary of who said what.
Investigations we are instructed on.
- Bullying, harassment and abusive management allegations.
- Sexual harassment complaints, including historic and multi-complainant matters.
- Discrimination and victimisation complaints under the Equality Act 2010.
- Whistleblowing and protected disclosure concerns.
- Gross misconduct allegations including dishonesty, expenses and data misuse.
- Grievances against directors, trustees, partners, headteachers and chief executives.
- Collective grievances and complaints raised through a trade union.
- Cultural reviews where a pattern of complaints has emerged in one team.
How the investigation is run.
Written terms of reference come first. They record the allegations, the questions the investigator is asked to answer, whether findings are required, the documents to be provided, the timetable and the reporting line. A narrow, well drafted set of terms is the single most effective way to keep an investigation proportionate.
The investigator then gathers documents, interviews the complainant, the person complained about and the relevant witnesses, and puts each allegation squarely to the person facing it before reaching any conclusion. Notes are sent to witnesses to check, and confidentiality is explained honestly at the outset rather than promised in absolute terms that cannot be kept.
The report sets out the terms of reference, the evidence considered, the finding on each allegation with reasons on the balance of probabilities, and where instructed a view on whether the allegation is upheld. Recommendations on process and culture are kept in a separate section so the decision maker can consider them independently.
Support beyond the investigation.
The investigator does not chair the hearing or impose a sanction. Where further support is needed we can place:
- Independent chairs for disciplinary, grievance and appeal hearings.
- Workplace and employment mediators where the relationship can be repaired.
- Employment counsel to advise on merits, draft the response and conduct the tribunal hearing.
- Policy and procedure reviews following a systemic finding.
Specialist areas within this practice.
- Grievance investigation services
External investigators for formal grievances.
- Bullying and harassment investigations
Investigators for harassment complaints.
- Independent hearing chairs
External chairs for disciplinary, grievance and appeal hearings.
- Workplace mediation Leeds
Repairing working relationships without a formal process.
- Employment barristers
Tribunal advocacy, advice and appeals.
Need an independent investigator in Leeds?
Send the allegations in outline, the policy that applies and the timescale you are working to. A clerk will come back with investigator options and a written fixed fee.
Common questions.
Do investigators attend in person in Leeds?
Yes. Interviews are held at your premises, at a neutral venue in Leeds, or remotely by video where witnesses are spread across sites. Most investigations use a mix, with the central interviews in person and shorter witness interviews remote.
When should an employer use an external investigator?
Where the allegation is against a senior leader, where the natural internal investigator is a witness or is conflicted, where a tribunal claim is realistic, or where the workforce would not accept an internal finding as impartial.
Does the investigator make the decision?
No. The investigator makes findings of fact against the terms of reference and, where instructed, says whether each allegation is upheld. The decision and any sanction remain with the employer, which keeps the roles properly separated.
How long does an investigation take?
A focused matter with three or four witnesses is usually complete within two to four weeks of instruction. Larger investigations with multiple complainants or substantial document review take longer, and a timetable is set in the terms of reference.
What does it cost?
A written fixed fee based on the number of allegations, witnesses and documents, or an agreed day rate for larger matters. The fee is quoted before instruction.
Are you a barristers' chambers?
No. Clerk&Counsel is a clerking agency and a trading style of Found First Digital Ltd. We place independent barristers regulated by the Bar Standards Board and non-barrister investigators and mediators, and the instruction runs directly between you and the practitioner.