Workplace Investigation Services in London, Ontario. Tribunal-tested. Defensible. 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 at rates that make sense for Southwestern Ontario, not Bay Street.
Built for Ontario's legal framework. Not bolted on.
OHSA Bill 168 compliant
Every investigation meets Ontario's Occupational Health and Safety Act workplace harassment requirements — the standard your Ministry of Labour inspector and HRTO adjudicator already expect.
Ontario Human Rights Code fluency
Discrimination complaints across all protected grounds — race, gender, disability, religion, sexual orientation. Findings reports written to the evidentiary standard the Tribunal uses.
Tribunal-tested methodology
Our process has been examined under cross-examination at the Human Rights Tribunal of Ontario and at arbitration — and held up. We document the way adjudicators read.
40–60% less than law firms
Bay Street firms bill $500–$700/hour for the same investigation work. Our investigators deliver identical evidentiary standards at $200–$350/hour — savings London CFOs notice.
2–6 week turnaround
Most investigations close in two to six weeks. Law firm investigations often run two to six months — their billing model favours hours, not speed. Yours doesn't.
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 runs to an HRTO-ready standard 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 they survive review by a faculty association arbitrator as readily as by 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. Our local investigator cost structure sits 40–60% below Toronto firms while our methodology matches what Bay Street adjudicators and McCarthy Tétrault employment litigators expect to see in a findings report. The practical effect: a London employer spends less and gets a report that holds up when 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
Same-business-day response. Confidential consultation, scope definition, conflict check, engagement letter.
- 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
Tribunal-ready written report, 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 — know your OHSA duty, matter complexity, realistic cost range, and the next three steps in 5 minutes. Built specifically for Ontario employers navigating OHSA Bill 168 and the Human Rights Code.
“The findings report held up under external legal review without a single revision. Half the cost of the law firm we used last time — and finished in three weeks instead of three months.”
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
Tribunal-tested investigation methodology applied to a sensitive public-sector matter.
Read case →Workplace InvestigationsWorkplace Investigation at a Canadian Tech Company
Independent investigation plus remediation program that transformed team culture in six months.
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.
Workplace investigator in London. Same business day.
Dealing with an active complaint? We respond same business day. Questions about your obligations under OHSA or the Human Rights Code? One confidential call clears them up.