Workplace complaint received? Get an independent investigation path.
Independent investigators on call across Ontario. We respond within one business day and, on urgent matters, issue a written fee and scope within 48 hours — independent, impartial, and led by a named investigator of record.
Talk to an investigator.
— Confidential · Routing details only · No complaint facts in the form
Prefer to read first? The full investigations service · 5-minute investigation assessment
Workplace Investigations Ontario
1205 conducts independent workplace investigations across Ontario — harassment, discrimination, bullying, violence, and misconduct — under the framework that applies to the workplace: 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. Each matter is handled by an impartial investigator and delivered as a documented findings report signed by the named investigator of record.
Most matters are quoted on a fixed-fee basis of $9,500–$15,000. Executive, board, multi-party, or litigation-adjacent matters are individually quoted above $15,000. You receive a written fee and scope before work begins. For the full methodology, process, and matter coverage, see the complete workplace investigations service.
The full range of workplace matters.
Harassment
Workplace harassment complaints under OHSA / Bill 168, including poisoned-work-environment allegations.
Sexual harassment
Sexual harassment and solicitation matters, handled with trauma-aware process and strict confidentiality.
Discrimination
Allegations on protected grounds under the Ontario Human Rights Code — assessed against consistent credibility standards.
Bullying
Persistent intimidation, exclusion, or abuse-of-authority patterns that fall short of a single discrete incident.
Violence
Workplace violence, threats, and safety incidents engaging the employer’s OHSA investigation duty.
Misconduct
Code-of-conduct breaches, dishonesty, and policy violations requiring evidence preservation and documented findings.
Reprisal
Retaliation allegations after a complaint, leave, or protected activity — assessed independently of the underlying matter.
Systemic conduct
Pattern-of-conduct and culture matters spanning multiple complainants, teams, or sites.
Call 1205 vs. call counsel.
- —A complaint has been received and you need an independent, documented investigation.
- —HR is too close to the parties, or the respondent is senior leadership.
- —You want a written fee and scope before work begins, with the timeline set in the written scope.
- —You need a documented findings report — not advice on the outcome.
- —Criminal conduct is suspected or police involvement is likely.
- —There is active or threatened litigation, or an existing legal dispute.
- —You need privileged legal advice on the decision, not findings of fact.
- —A regulatory reporting obligation is triggered.
These are not either/or. We frequently work alongside external counsel: we run the independent investigation, they advise on legal implications and the decision.
The investigation, and everything after it.
The investigation mandate is limited to independent fact-finding and the agreed report. Any remediation, training, policy, or HR support is separately scoped after findings are delivered and only where independence, fairness, and client counsel permit it.
During the investigation, 1205 does not implement discipline or management decisions, and does not advise you on the outcome. Our single deliverable is an impartial, documented findings report. That separation protects the credibility of the process and is fair to each party.
This separation protects investigator independence.
Individually quoted. In writing, before work begins.
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. The written scope sets the expected investigation timeline. Timing depends on participant availability, evidence volume, complexity, and any parallel legal or workplace process. Findings are made, owned, and signed by the named investigator of record under our Human-Attested standard.
Single complainant, single respondent, a small witness set, and a contained document volume. Many harassment complaints fit here. Individually quoted; written fee and scope before work begins.
Multiple complainants or respondents, a wider witness circle, and a larger document volume. Many discrimination and pattern-of-conduct matters sit here. Individually quoted; written fee and scope before work begins.
Senior-leader, multi-site, or cross-functional matters, heavy document volume, or counsel involved on both sides. Individually quoted; written fee and scope before work begins.
Routing details only. No complaint facts here.
Tell us who you are and what stage you are at. We respond within one business day to set up a confidential call, and on urgent matters issue a written fee and scope within 48 hours.
Want the full picture first? Read the complete investigations service or run the 5-minute investigation assessment.
Book the confidential call directly.
Skip the form — pick a time below and we call you for a confidential 15-minute triage. No complaint facts needed before the call; we set up a secure channel first.
Before you reach out.
How fast can you respond once a complaint lands?
We respond to triage requests within one business day. After a short intake call, urgent matters receive a written fee and scope within 48 hours.
What does an investigation cost?
Most matters are quoted on a fixed-fee basis of $9,500–$15,000. Executive, board, multi-party, or litigation-adjacent matters are individually quoted above $15,000. You receive a written fee and scope before work begins.
What makes an investigation reliable?
A documented process: a written plan before interviews begin, contemporaneous notes with a preserved chain of custody, and findings reasoned against the balance of probabilities, allegation by allegation. Matters are led by an AWI-trained investigator of record — Ghaleb El Masri — named in the engagement letter. A documented investigation process designed to support fair decision-making and independent review.
Do we need to involve a lawyer?
Some matters require employment counsel, particularly where litigation strategy or privilege is central. Others require independent fact-finding rather than legal representation. The intake process should identify which role the situation requires — and the two often run in parallel: we investigate, counsel advises.
Start a confidential triage.
Routing details only — no complaint facts. We respond within one business day, set up a secure channel, and on urgent matters issue a written fee and scope within 48 hours.