A senior leader, owner, or HR team member is named in the allegations
Employer-side · Ontario
Independent workplace investigations for Ontario employers.
When internal HR is conflicted or the process will be scrutinized, we run an independent investigation with a named investigator, a fixed scope, and a report built to withstand review.
Share only your organization and timing. Specifics come after the conflict check.
Prefer to call? (647) 631-1205
Employer-side
Ontario workplace matters
Named investigator
Written scope and fee
When to bring in an outside investigator
When an internal investigation won’t hold up.
The internal team is too close to the matter or lacks the time to investigate credibly
The matter involves multiple parties or substantial documentary evidence
Trust in the internal process has deteriorated
The employer or its counsel needs an external fact-finder
A board, insurer, policy, or regulator may scrutinize the process
How it works
From first call to a report you can rely on.
Conflict check
We reply within one business day. Before we hear the details, we confirm our independence.
Written scope
Named investigator, allegations in scope, timeline, and fee, agreed before interviews start.
Investigation and report
Interviews, evidence review, and findings on the balance of probabilities, in a report your counsel and board can rely on.
After the report
You and your counsel decide next steps. Restoration or remediation support is available under a separate scope.
Why employers choose 1205
Independent process. Accountable people.
Independent by structure
We are not a law firm, so no litigation practice or employee-side work creates pressure on the findings.
Named investigator, fixed scope
You know who interviews, who writes, and what it costs before work starts.
Ontario-native
Built around section 32.0.7 of Ontario’s Occupational Health and Safety Act, which requires an investigation appropriate in the circumstances, and the procedural fairness Ontario tribunals expect.
Findings kept separate from remedies
Remediation is scoped only after the report, so the investigator has no stake in the outcome.
Start a matter enquiry
Start with the basics, not the evidence.
Tell us your organization, location, and timing. We reply within one business day.
Common questions
What employers ask before sharing details.
Who do you act for?
Employers and their counsel. We act for employers only, and legal advice stays with your counsel.
Do you act for employees?
No. Employees can find support on our employee resources page.
Who conducts the investigation?
A named investigator, identified in your written scope before interviews start, along with any reviewer and their role.
What if we already work with 1205?
Every matter clears a conflict and independence check before we take it on. If we are not the right fit, we introduce you to a firm that is.
What should I send first?
Only your organization, location, and timing. Do not send names or evidence until we confirm our independence.
How quickly can you start?
We reply to enquiries within one business day. The start date and timeline are set in your written scope.
How are fees set?
Your written scope states the investigator, process, timeline, and a fixed or bounded fee before work begins.
Is the report privileged?
Privilege depends on how counsel structures the retainer. If privilege is central, we work at your counsel’s direction or refer you to a law firm.
How is evidence and confidentiality handled?
Evidence transfer, access, retention, and report distribution are set before interviews begin. AI does not assess credibility, make findings, or sign a report. Confidentiality is managed, but a fair process may require relevant information to be shared with participants.
Are you an employee? See our employee resources page.
A complaint on the desk? Start here.
Share your organization and timing. We reply within one business day.
Start a matter enquiry