POSH & Workplace Misconduct
Sensitivity, neutrality, and procedural integrity
POSH and workplace misconduct cases are among the most sensitive matters an organisation can face. These matters require careful handling, procedural discipline, and a neutral stance to prevent escalation, bias, or reputational harm.
Our role is to support fair, unbiased, and compliant inquiries while maintaining dignity for all parties involved. We focus on fact-finding, not advocacy, ensuring the process remains lawful, respectful, and defensible.
We Assist Organisations By
We support organisations through structured and compliant investigative support, including:
Conducting independent investigations or supporting Internal Complaints Committees (ICCs)
Collecting and validating evidence with sensitivity
Ensuring procedural adherence and neutrality throughout the inquiry
Each engagement is handled with discretion and a clear understanding of statutory obligations.
What We offer
- Fact-based findings without advocacy
- Reduced organisational and reputational risk
- Legally sound documentation aligned with POSH requirements
Frequently Asked Questions
Do you conduct independent POSH investigations?
Yes. We conduct independent investigations and also provide support to Internal Complaints Committees where required.
How do you ensure compliance with POSH regulations?
Our process follows statutory POSH requirements and focuses on procedural integrity, neutrality, and proper documentation.
How is confidentiality maintained during investigations?
Information is handled on a need-to-know basis, with strict controls to protect the privacy of all parties involved.
Are your reports suitable for legal or regulatory review?
Yes. All documentation is legally structured and aligned with POSH compliance standards.