Workplace Investigations

Neutral, Thorough Workplace Investigations

When a serious complaint arises, a fair and well-documented investigation protects everyone involved — and protects your business. Forge HR Group provides impartial, experienced investigators so you don't have to investigate your own team.

Talk to an HR Expert Call (248) 638-0926

Why it matters

Some complaints are too serious to handle in-house

Harassment, discrimination, and misconduct allegations demand an impartial, professional response. A rushed or biased internal inquiry can make things worse — for the people involved and for your legal exposure.

As a neutral third party, Forge HR Group conducts investigations that are prompt, thorough, and defensible. We interview the right people, gather and weigh evidence, and deliver clear written findings and recommendations — giving you a credible basis for whatever action comes next.

What's included

Our investigation services

Harassment & Discrimination

Sensitive, confidential investigation of complaints involving harassment, discrimination, or retaliation.

Misconduct & Policy Violations

Objective review of theft, dishonesty, safety violations, and serious policy breaches.

Impartial Third Party

An outside investigator removes bias and protects the credibility of the process and its outcome.

Interviews & Evidence

Structured interviews of the complainant, respondent, and witnesses, with careful evidence gathering.

Documented Findings

A clear written report with findings, credibility assessments, and recommended next steps.

Remediation Guidance

Practical recommendations on discipline, policy fixes, and follow-up to prevent recurrence.

Our approach

How a workplace investigation works

1. Intake & Plan

We define the scope, identify who needs to be interviewed, and set a prompt timeline.

2. Investigate

We conduct impartial interviews, gather evidence, and assess the facts objectively.

3. Report

You receive documented findings and clear recommendations you can act on with confidence.

Why it protects you

You have a legal duty to investigate — and to do it well

Once an employer learns of a complaint involving harassment, discrimination, or serious misconduct, the obligation to investigate promptly and fairly kicks in. Ignoring it — or botching it — can turn one problem into a far bigger liability.

A credible investigation does more than check a box. It surfaces what actually happened, gives every party a fair chance to be heard, and creates the documented record you'll rely on if a decision is ever challenged. Because we act as a neutral outside party, no one can credibly claim the outcome was predetermined or biased — a protection an internal, in-house investigation often can't offer.

Just as important, a professional process limits the collateral damage: rumors, retaliation, and eroded trust that spread when a sensitive complaint is handled clumsily. Doing it right the first time protects your people and your business at the same time.

A prompt, good-faith response on record
Impartiality that withstands scrutiny
Clear findings you can act on
Reduced risk of a larger claim

FAQ

Workplace investigation questions

When should we bring in an outside investigator?

Any time a complaint involves harassment, discrimination, retaliation, or a manager or owner — or whenever an internal investigation could be seen as biased. An impartial third party protects the integrity of the outcome.

How long does an investigation take?

Most small-business investigations are completed within one to three weeks, depending on complexity and the number of witnesses. We move promptly because delay itself can create legal risk.

Is the process confidential?

We conduct investigations discreetly and share information strictly on a need-to-know basis, while being clear that complete anonymity cannot always be guaranteed when a fair process requires responding to specific allegations.