Independent. Impartial. Legally Defensible.
Workplace complaints demand fast, fair, professional investigation. You don't need a law firm for most situations—you need certified investigators who follow proper methodology, deliver clarity, and cost 40-60% less than litigation counsel.
Your Investigation Team
Every investigation is led by a senior investigator — not delegated to a junior associate. You get the expertise you're paying for, from intake to final report.
When Must You Investigate?
Under Ontario law, employers have a legal obligation to investigate complaints of harassment, discrimination, bullying, and misconduct. The Occupational Health and Safety Act (OHSA) and Ontario Human Rights Code (OHRC) require employers to address workplace violence and harassment systematically.
OHSA Duty to Investigate
Allegations of workplace violence, harassment, or unsafe conditions trigger a statutory duty to investigate within a reasonable timeframe. Failure to investigate can result in Ministry of Labour orders, penalties, and civil liability.
Human Rights Liability
Complaints of discrimination or harassment based on protected grounds (race, colour, disability, sex, age, religion, etc.) are protected under Ontario's Human Rights Code. Failing to investigate can result in Human Rights Tribunal proceedings against your organization.
Consequences of Delay or Inaction
- —Escalated complaints to Ministry of Labour or Human Rights Tribunal
- —Increased legal costs when matters reach formal proceedings
- —Erosion of employee trust and workplace culture
- —Potential for constructive dismissal claims if complainants resign
- —Reputational damage if complaints become public
Our Investigation Process
Hour 1: Confidential Intake & Urgency Assessment
We listen to your account, ask probing questions about scope and risk, and determine investigation urgency. We identify immediate hazards and next steps. This call is completely confidential.
Day 1–2: Engagement Letter & Investigation Plan
Engagement letter signed. Detailed investigation plan issued outlining scope, methodology, timeline, and confidentiality expectations. Document preservation notice sent to all relevant parties to ensure evidence integrity.
Day 3–7: Interviews & Evidence Gathering
Structured interviews conducted with complainant, respondent, and identified witnesses. Evidence collected and preserved. Credibility assessments documented. Investigation moves forward with momentum and confidentiality.
Week 2–6: Findings Report & Recommendations
Comprehensive findings report delivered. Analysis of evidence against workplace policies and legal standards. Clear determinations (substantiated, partially substantiated, or not substantiated). Actionable recommendations for remediation, corrective action, or closure.
Types of Investigations We Conduct
Harassment & Bullying
Offensive conduct, threatening behavior, or persistent negative treatment
Discrimination
Unfair treatment based on protected grounds (race, disability, sex, age, etc.)
Misconduct
Leadership misconduct, breach of fiduciary duty, or violation of organizational standards
Policy Breaches
Theft, substance use, confidentiality violations, or code of conduct breaches
Workplace Violence
Threats, physical altercations, or concerning behavior creating safety concerns
Whistleblower Allegations
Complaints of retaliation or adverse action following protected disclosure
Conflict of Interest
Undisclosed relationships, financial conflicts, or competing obligations
Code of Conduct
Any investigation involving organizational policy or ethical standards
Why Independent Investigators, Not Law Firms?
Law Firm Investigation
Independent HR Investigator
Bottom line: For 80% of workplace investigations—harassment, misconduct, policy breaches, discrimination—an independent HR investigator is faster, cheaper, and more appropriate than law firm counsel. Save the law firm for actual litigation or highly complex legal disputes.
Pricing Transparency
We believe you should know exactly what you're paying for. Below is how our fixed-fee model compares to the hourly uncertainty of external counsel.
Simple Investigation
1205 Consulting
$8,000–$12,000
Law Firm
$25,000–$35,000
Single-party complaint, straightforward allegations, 2–3 week timeline.
Moderate Investigation
1205 Consulting
$15,000–$20,000
Law Firm
$40,000–$55,000
Multiple witnesses, sensitive allegations, credibility issues, 3–4 week timeline.
Complex Investigation
1205 Consulting
$22,000–$28,000
Law Firm
$60,000–$100,000+
Multi-department scope, power dynamics, organizational culture concerns, 4–5 week timeline.
Why the difference? Law firms bill hourly. That means admin time, learning curves, and document review all add up. We've invested in expertise and templates, so you get a fixed price. No surprises. No bill creep.
When You Need a Lawyer — and When You Don't
Most organizations default to external counsel for every investigation. That's expensive and often unnecessary. Here's how to think about the decision.
Use an HR Investigator
- ✓Harassment, bullying, or discrimination allegations
- ✓Misconduct, policy breaches, or code-of-conduct violations
- ✓Performance or conduct issues requiring documentation
- ✓Conflicts between employees that need neutral resolution
- ✓You want a defensible process that meets employment standards
Involve External Counsel
- →The matter will likely result in litigation or legal dispute
- →You need attorney-client privilege (e.g., legal exposure beyond employment)
- →Regulatory oversight or public-sector compliance requires legal review
- →There are criminal allegations or law enforcement involvement
- →The investigation touches securities, IP disputes, or contract breaches
The overlap: Many investigations benefit from BOTH. We often consult with counsel once our findings are in and your risk profile is clear. That way, you only pay for legal review when you actually need it—not billable hours spent learning your situation from scratch.
Not Sure Where to Start?
We work with three types of clients. Find your situation below.
You know this needs an independent external investigator.
A complaint has landed on your desk. You know internal handling creates liability. You need someone your board will trust, who follows proper procedure, delivers a defensible report, and costs a fraction of what a law firm charges. We deliver all of that.
Book a confidential callYou want investigator rigour without the litigation tax.
Our investigators follow the same evidentiary standards as law firms—chain of custody, credibility assessment, findings that withstand tribunal scrutiny. We also have employment counsel in our network for matters that escalate. You get professional investigation at a fraction of the cost.
Discuss your matterA complaint just landed. You don't have an HR team.
You may not know what you're legally required to do. We'll assess the situation in one confidential call, tell you exactly what needs to happen, and handle it from there. One call. Full delegation. You stay protected.
Get immediate guidanceTheir investigation was thorough, impartial, and delivered exactly the clarity we needed. The remediation program that followed transformed our team culture within six months.
VP Human Resources — Canadian Technology Company
Common Questions About Workplace Investigations
How much does a workplace investigation cost compared to hiring a law firm?
Law firms typically charge $425-$625 per hour for investigation work, with total costs of $25,000-$75,000 or more per investigation. Independent HR investigators like our team deliver the same evidentiary standards at 40-60% lower cost, with faster completion times (2-6 weeks vs 2-6 months). For 80% of workplace investigations — harassment, misconduct, policy breaches — an experienced HR investigator is the right choice.
How do you ensure impartiality in investigations?
We are independent of your organization — no prior relationships with parties involved, no stake in any particular outcome. We document every step, maintain consistent credibility standards, and apply structured interview protocols designed to mitigate interviewer bias. Our investigators are trained in recognizing unconscious bias and implementing controls to ensure impartial fact-finding.
Can a workplace investigation expose us to legal liability?
The opposite. A fair, thorough investigation protects you. Under Ontario law, employers have a legal duty to investigate complaints of harassment, discrimination, and unsafe conditions. If the situation reaches court or tribunal, you will have documented evidence that your organization responded professionally. Failing to investigate exposes you to far greater legal risk, including Ministry of Labour orders and Human Rights Tribunal proceedings.
What if we have already started investigating this internally?
Common, and not necessarily a problem. If your internal investigation lacked impartiality or proper methodology, we can perform a fresh review, validate or challenge findings, or take over completely. We assess where you are and recommend the best path forward—sometimes continuing your process with guidance, sometimes starting fresh.
How long does a typical investigation take?
Most investigations are complete within 2-6 weeks from intake. Simple, straightforward cases may resolve in 2-3 weeks. Complex cases with many witnesses or significant evidence may take 4-6 weeks. We prioritize both speed and thoroughness—moving fast without cutting corners. Your timeline depends on case complexity, witness availability, and document volume.
Why do workplace investigations cost so much less with you than hiring a law firm?
Law firms bill at $425-$625 per hour plus litigation overhead. HR investigators like our team deliver the same investigation rigor and legally defensible findings at 40-60% lower cost because we specialize in investigation methodology rather than litigation. We focus on finding facts efficiently without the legal firm's hourly billing model and overhead. For most investigations, this expertise is exactly what you need — litigation comes later only if required.
When do I need to involve external counsel, and when can an HR investigator handle it alone?
An HR investigator handles most cases: harassment, discrimination, misconduct, policy breaches, and workplace safety allegations. Involve external counsel if the case involves potential criminal liability, regulatory reporting obligations, threats of legal action, or ongoing litigation. Often the HR investigator and lawyer work together — the investigator gathers facts and produces findings, then counsel advises on legal implications and remedial action.
How do I know if we are making the right choice about when to hire a lawyer?
When in doubt, call us. Most investigations don't require a lawyer from the start. We help you understand the facts, assess legal risk, and determine whether counsel involvement is necessary. One confidential call with our team will clarify what you need. We work with external counsel when required and operate independently when the facts are what matter most.
Let's Talk About Your Investigation.
Dealing with an urgent situation? We respond same business day. Got questions about what needs to happen? One confidential call answers them all.