Independent Workplace Investigations in Ontario.
Legally defensible reports in 2–6 weeks at 40–60% less than law-firm rates. Harassment, discrimination, misconduct, Bill 168 compliance — we handle it.
— Free · No sign-up · Instant results
Ghaleb El Masri
- — 15+ years C-suite experience at multinational enterprises
- — COO & Chief Transformation Officer at NN (500+ employees, €100M+ budgets)
- — Dual MBAs: Columbia Business School & London Business School
From complaint to resolution.
Harassment & Bullying
Bill 168 workplace violence / harassment allegations. Independent interviews, evidence documentation, findings report.
Discrimination Complaints
Protected-ground allegations. Thorough interviews of complainant, respondent, and witnesses. Credibility assessment.
Misconduct & Policy Breaches
Theft, insubordination, code-of-conduct violations. Evidence preservation, chain of custody, defensible findings.
Bill 132 (AODA) Investigations
Accessibility-related complaints. Compliance with Ontario Accessibility Standards for service providers and employers.
OHSA Violations
Workplace safety concerns, violence, threats. Legal defensibility under OHSA s. 32.0.7 investigation obligations.
Third-Party Investigations
ESA violations, contract disputes, whistleblower allegations. Neutral third-party methodology for complex situations.
Certified investigator vs. law firm.
| — Metric | Law firm | 1205 Consulting |
|---|---|---|
| Cost per Investigation | $25,000–$75,000+ | $8,000–$18,000 |
| Hourly Rate | $425–$625/hr | $150–$250/hr |
| Timeline | 2–6 months | 2–6 weeks |
| Report Defensibility | High | High (same standard) |
| Impartiality | Firm has incentive for litigation | Incentive for resolution |
| Best For | Cases requiring legal advice / litigation | Most workplace investigations |
Bottom line: for 80% of workplace investigations — harassment, discrimination, misconduct, policy breaches — an experienced HR investigator delivers the same defensibility at a fraction of the cost and timeline. You only need a law firm if the case involves criminal liability, regulatory reporting, threats of litigation, or existing legal disputes. Often we work alongside external counsel: we investigate, they advise.
Independent. Impartial. Defensible.
Initial Scoping
You describe the allegation. We assess scope, legal obligations, and investigative approach within 24 hours.
Investigation
Structured interviews with complainant, respondent, witnesses. Evidence preservation. Credibility assessment per OHSA standards.
Findings Report
Documented findings, substantiation determination, recommendations for remediation. Legally defensible and tribunal-ready.
Remediation Support
Optional: we help implement remedial actions and follow-up to ensure workplace culture repair.
We operate under Ontario law.
OHSA s. 32.0.7
Employers must investigate every workplace harassment or violence complaint. Failure to investigate exposes you to Ministry of Labour orders and six-figure penalties.
Our investigations meet OHSA standards for thoroughness and documentation.
Ontario Human Rights Code
Discrimination on protected grounds (race, gender, disability, etc.) is illegal. A fair, documented investigation protects you from Human Rights Tribunal claims.
We apply consistent credibility standards and avoid discriminatory bias.
Employment Standards Act
ESA violations, unauthorized deductions, wrongful termination. Our investigators assess complainant allegations against ESA protections.
Investigations protect you by documenting why discipline or termination was justified.
Bill 168 & Bill 132
Workplace Violence & Harassment Prevention, AODA accessibility compliance. We investigate with full knowledge of these legislative requirements.
Defensible findings ensure your organization stays compliant.
Everything you need to know.
How much does a workplace investigation cost?
Typical cost: $8,000–$18,000 depending on scope (single vs. multiple allegations, number of witnesses, complexity). Law firms charge $25,000–$75,000+. Our pricing is transparent — we provide a fixed quote after the initial scoping call.
How long does an investigation take?
Most investigations complete in 2–6 weeks. Simple cases (single allegation, few witnesses) resolve faster. Complex cases (multiple allegations, many interviews, sensitive dynamics) may take longer. We prioritize speed without sacrificing rigor.
Do we need a lawyer involved?
Not always. Most investigations (harassment, misconduct, discrimination, policy breaches) don't require a lawyer from the start. Involve counsel if the case involves criminal liability, regulatory obligations, threats of litigation, or existing legal disputes. We often work alongside external counsel — we investigate, they advise on legal implications.
Are your reports legally defensible?
Yes. Our reports meet OHSA standards, Human Rights Code principles, and ESA requirements. They're tribunal-ready and have been upheld on legal review. We follow established investigation methodology, document every step, and maintain chain of custody for evidence.
What if we already started investigating ourselves?
That's common. If your internal investigation lacked impartiality or proper methodology, we can perform a fresh review, validate or challenge your findings, or take over completely. We assess where you are and recommend the best path forward.
Can we be held liable for conducting an investigation?
The opposite. Under Ontario law, employers have a legal duty to investigate complaints. A fair, thorough, documented investigation protects you. Failing to investigate exposes you to Ministry of Labour orders, Human Rights Tribunal claims, and significant liability.
Are investigations confidential?
Yes, within limits. We maintain strict confidentiality throughout the investigation. However, some information may need to be disclosed to respondents or relevant parties to ensure fairness and due process.
What if the respondent is senior leadership?
No difference in our process. We treat all respondents impartially. Seniority doesn't affect our investigation methodology or findings. We assess allegations against the same credibility and evidence standards regardless of position.
Book a confidential consultation.
Describe your situation. We’ll assess your legal obligations, recommend an investigative approach, and provide a fixed quote — all within 24 hours.