Investigating discrimination and sexual harassment allegations

Why choose our employment specialists?

Our employment specialists are highly experienced in advising clients on all aspects of equalities law. We support businesses in creating inclusive cultures that foster respect at work and minimise the risk of discrimination or harassment, through creating appropriate policy frameworks and training programmes.

No business is immune from discrimination or harassment in the workplace, however. Where issues do arise, it is critical that they are investigated and dealt with promptly and sensitively, in compliance with the legal framework and your business's policies.

In some cases, the best course of action may be for issues to be investigated and addressed by your internal HR or legal function, and we will accompany your experts providing legal guidance and practical advice at every step to ensure the best possible outcome for your business.

Where you appoint us to lead the investigation, we can carry out certain aspects of the investigation under legal privilege, allowing us to give you a full picture of what has happened without potentially damaging the business's position in the event of a claim.

We work seamlessly with specialists from across the firm to provide you with holistic advice. For example, specialists from our employment practice will partner with experts from Fieldfisher's criminal practice to ensure that you receive the advice you need in serious sexual harassment cases, involving an assault at work. When things go further, and an investigation is initiated by an external party (such as a regulator or the police), our regulatory and criminal specialists can accompany you through the process, advising you on the steps you need to take to protect your business and resolve concerns in a way that preserves your relationship with your workforce.

Once an investigation is concluded, we support clients with any follow-up, including completing grievance or disciplinary procedures, identifying learning points, and refreshing internal policies and training programmes.