Workplace Investigation Services in London, Ontario. Independent. Documented. Locally delivered.
London employers — from LHSC's hospital floors to Western University's campus — need investigators who understand the intersection of employment law with professional regulation and academic governance. We bring that expertise to Southwestern Ontario, with a written fee and scope before work begins.
Built for Ontario's legal framework. Not bolted on.
The right statutory framework
Ontario provincially regulated workplaces investigate under the Occupational Health and Safety Act (OHSA); federally regulated workplaces follow the Canada Labour Code framework introduced by Bill C-65. The written scope identifies which framework applies to the matter.
Ontario Human Rights Code fluency
Discrimination complaints across protected grounds — race, gender, disability, religion, sexual orientation. Findings reasoned on the balance of probabilities, with the evidence behind each conclusion documented.
A documented process
A documented investigation process designed to support fair decision-making and independent review: a written plan before interviews, contemporaneous notes, and a preserved chain of custody.
Quoted after intake, in writing
Investigation fees are quoted after intake, based on the number of parties, evidence volume, urgency, jurisdiction, and reporting scope. You receive a written fee and scope before work begins.
Timeline set in the written scope
The written scope sets the expected investigation timeline. Timing depends on participant availability, evidence volume, complexity, and any parallel legal or workplace process.
Southwestern Ontario on-the-ground
London healthcare employers must consider professional regulatory body obligations. Investigations involving regulated health professionals (nurses, physicians) may trigger mandatory reporting to the College of Nurses of Ontario (CNO) or College of Physicians and Surgeons of Ontario (CPSO). These parallel reporting obligations must be coordinated with the employment investigation.
London employers don't need a national firm. They need someone here.
London is Southwestern Ontario's largest city and a major healthcare and education hub, anchored by London Health Sciences Centre, St. Joseph's Health Care, and Western University. The city's insurance sector (London Life, Canada Life) and manufacturing base round out a diverse economy. London's healthcare employers face unique investigation challenges — complaints involving patient-facing staff, professional regulatory bodies (CNO, CPSO), and the intersection of employment law with healthcare licensing. Western University's large workforce adds academic investigation dynamics — tenure, academic freedom, and student-employee relationships.
Nearest enforcement office
Ministry of Labour — London Office, 148 Fullarton Street
Industries we investigate in London
- ·Healthcare
- ·Education
- ·Insurance & Financial Services
- ·Manufacturing
- ·Agribusiness
What actually happens when a complaint lands. Sector by sector.
London's healthcare anchor — London Health Sciences Centre and St. Joseph's Health Care combined employ over 20,000 people — generates the most complex investigation work in Southwestern Ontario. Hospital investigations involve regulated professionals (nurses, physicians, allied health) whose conduct findings trigger parallel reporting to the CNO, CPSO, or College of Medical Laboratory Technologists of Ontario. We build a dual-track plan: the employment investigation is documented to support independent review while regulatory notifications are scoped and timed around statutory deadlines. The biggest failure mode we see other investigators produce is treating the employment track as the only track — and triggering a professional college complaint that finds the employer's investigation report insufficient.
Western University and Fanshawe College add academic investigation dynamics that most employment investigators mishandle. Tenure, academic freedom, student-employee relationships, and research supervisor power differentials sit inside the same regulatory framework as any other Ontario workplace — but investigator credibility depends on knowing when an allegation touches academic freedom (protected), when it crosses into harassment (not protected), and when a faculty association will grieve a finding regardless of the evidence. We've investigated inside university departments and hospital divisions; we structure reports so a faculty-association arbitrator can follow the evidence to the findings as readily as a line HR manager.
London's insurance sector — Canada Life, London Life legacy operations — and its manufacturing base round out a diverse economy where the common denominator is complexity. We quote each matter after intake, with a written fee and scope before work begins. The practical effect: a London employer gets a findings report documented so an independent reviewer can follow the evidence to the findings if the matter escalates.
Four steps. No surprises.
The same protocol whether you're a 25-person London startup or a 2,500-person Southwestern Ontario employer.
- Step 01
Intake & scope
Response within one business day. Confidential consultation, scope definition, conflict screening, engagement letter naming the investigator of record.
- Step 02
Plan & interview
Investigation plan, document review, witness identification, structured interviews with complainant, respondent, and witnesses.
- Step 03
Analysis & findings
Credibility assessment, evidence weighing, application of the legal test, draft findings on the balance of probabilities.
- Step 04
Report & recommendations
Written report documented so an independent reviewer can follow the evidence to the findings, debrief with HR / legal, remediation recommendations and policy gap notes.
Do you need a workplace investigation? Find out in 5 minutes.
Free Ontario workplace investigation quiz — understand which legal framework applies, how complex the matter is, and the next three steps in 5 minutes. Built specifically for Ontario employers navigating OHSA Bill 168 and the Human Rights Code.
A documented investigation process designed to support fair decision-making and independent review.
The 1205 process standard
Cases we've closed. Anonymized for confidentiality.
Workplace Investigation in a Recreation Organization
Independent investigation and systematic culture remediation transformed a recreation organization facing multiple harassment allegations into a model of workplace accountability.
Read case →Workplace InvestigationsWorkplace Investigation in the Public Sector
Independent review of 47 promotion decisions and systemic hiring-equity remediation in a provincial government agency.
Read case →Workplace InvestigationsWorkplace Investigation at a Canadian Tech Company
Independent harassment investigation in a 300-person tech company, with a separately scoped remediation program that followed the findings.
Read case →Workplace investigation FAQ for London employers.
How do you handle investigations involving regulated health professionals in London?
Investigations involving nurses, physicians, or other regulated professionals must account for mandatory reporting obligations to professional colleges. We coordinate the employment investigation timeline with any regulatory reporting requirements, ensuring your organization meets both employment law and healthcare regulation obligations.
Do you serve employers outside London in Southwestern Ontario?
Yes. We serve employers across Southwestern Ontario including Kitchener-Waterloo, Cambridge, Guelph, Stratford, and Woodstock. Our investigators travel to your location — most Southwestern Ontario investigations involve on-site interviews at your workplace.
Workplace investigators near London.
Beyond the investigation.
Workplace Investigations
Independent, external workplace investigations — impartial, methodical, and documented. When internal HR cannot credibly investigate a matter, we run it end to end, from conflict check and written scope to the final report.
HR Services
HR services for Ontario employers — workplace investigations, culture transformation, and outsourced HR. Senior practitioners, one-business-day triage on active issues.
Culture Transformation
Culture transformation programs in Canada — we lead the work, coach leaders weekly, and hold accountability until the new culture is embedded. Not a report.
Workplace investigator in London. Response within one business day.
Dealing with an active complaint? We respond within one business day. Questions about the framework that applies to your workplace? One confidential call sorts out the right next step.