Investigating Employee Misconduct: What Employers Need to Know

Employee misconduct is one of the most disruptive issues a company can face. It not only affects productivity and financial health but also corrodes workplace culture and trust. From harassment to theft, conflicts of interest to falsified reporting, these problems require careful handling. When internal reviews fall short, professional investigators provide an impartial lens that uncovers facts without bias.

Common forms of misconduct

Misconduct in the workplace takes many forms. Theft and embezzlement remain perennial risks, whether through siphoning funds, diverting inventory, or exploiting access to data. Harassment and bullying, if left unaddressed, create hostile environments that expose companies to liability. Time fraud, falsified expense reports, and undisclosed conflicts of interest can also erode confidence and weaken governance.

Why independent investigations matter

HR departments and internal auditors play critical roles, but they may lack the independence required for sensitive cases. Employees may fear retaliation if they speak openly to internal staff. An independent investigator provides credibility and discretion, ensuring that every party is heard, and that findings can be defended in legal or regulatory proceedings.

Kingfisher’s approach

Our process begins with a confidential consultation to understand the concerns and context. We then conduct discreet interviews, review records, and, where appropriate, employ surveillance or forensic analysis. Our findings are presented clearly, without conjecture, and prepared with the expectation they may face external scrutiny. For employers, this means actionable facts that can guide fair resolutions, protect reputations, and strengthen organizational integrity.