Allegations of workplace misconduct, including harassment, discrimination, fraud, and retaliation, are becoming more visible and more costly. Employees are coming forward, legal standards are tightening, and reputational damage spreads quickly across digital channels. Yet many companies still rely on internal human resources teams to investigate complaints, despite growing concerns over impartiality and procedural gaps.
Employment tribunals across the UK have increasingly cited flawed internal investigations as contributing to unfair dismissal rulings. In response, a number of private firms, public agencies, and law firms are turning to independent investigators. Among the most active in this space is Periculum Security Group, a UK-based consultancy known for managing sensitive investigations with legal and reputational risk.
“When the same department tasked with employee support is also conducting the investigation, people immediately question fairness,” says Oliver Laurence, CEO of Periculum Security Group. “That doubt alone can undermine the entire process, even before a single interview has taken place.”
Why Internal HR Falls Short
Human resources departments play a central role in managing people and policies, but they are rarely equipped or trained to carry out serious investigations. Many HR professionals lack formal investigative experience, particularly when cases involve senior leadership or protected disclosures.
According to a 2023 survey conducted by the Chartered Institute of Personnel and Development, only 23% of HR professionals in the UK had received formal training in investigative interviewing. When cases involve high-level personnel or legal exposure, HR teams may find themselves in a conflicted position. Reporting lines, department loyalty, and a lack of legal distance can all influence outcomes, intentionally or not.
This structural limitation is one of the main reasons why employers seek outside help. Periculum Security Group, whose investigators include former police officers and compliance professionals, is often brought in when internal efforts are no longer trusted by staff or are likely to face legal challenge.
“We are not internal stakeholders,” Laurence says. “Our role is to clarify what happened, in a way that will hold up to scrutiny from employees, staff associations, regulators, and courts.”
Legal and Procedural Shifts
Recent rulings in UK employment tribunals have highlighted the risks of inadequate internal processes. In one case, a London-based multinational was criticized for allowing an HR manager to investigate a complaint against an executive to whom she indirectly reported. The tribunal noted that the outcome, though factually reasonable, was undermined by the appearance of bias.
Legal professionals are now more likely to recommend bringing in a third-party investigator at the outset of serious complaints, particularly when allegations may involve discrimination, harassment, financial misconduct, or violations of regulatory obligations. An external investigator can provide a defensible process that is seen as fair by all parties involved.
Periculum Security Group has been involved in cases referred by legal counsel, HR directors, and company boards. Their investigators follow structured procedures, conduct legally compliant interviews, and produce detailed reports that can support disciplinary decisions or help avoid litigation altogether.
Restoring Employee Trust Through Independence
When misconduct allegations surface, employee perception can matter as much as legal precision. Workers are less likely to report concerns if they do not believe their complaints will be taken seriously or handled without internal bias. In a 2023 Australian HR Institute survey, 41 percent of employees who experienced misconduct said they did not report it, citing fear of retaliation or distrust in internal processes.
This trust gap is one reason why more organizations are contracting independent investigators. The presence of a neutral party can signal that the process will be evidence-driven and that conclusions will not be shaped by internal politics. In many cases, this also results in greater cooperation from both complainants and the accused.
Laurence explains, “By removing the perception that the process is controlled by management, you create space for people to speak honestly. That improves the investigation and, more importantly, the culture going forward.”
Beyond Resolution: Organizational Repair
Independent investigations are not only about managing legal risk. They can also surface patterns of behavior, policy shortcomings, or leadership failures that may not be visible to internal teams. The recommendations that follow can help employers correct structural problems before they escalate.
Periculum Security Group often provides clients with post-investigation reviews, outlining how systems or leadership dynamics contributed to the issue. In some cases, they also offer follow-up training on decision-making under pressure, especially for C-suite executives or board members.
Organizations that use external investigators do not just gain legal protection. They gain insights that can lead to better governance, healthier workplaces, and stronger internal credibility.
A Normalizing Practice, Not a Last Resort
Engaging third-party investigators is no longer rare. It is becoming a default recommendation for legal teams and a growing practice among organizations that recognize the limitations of internal mechanisms.
The work of Periculum Security Group reflects this shift. With its roots in law enforcement, its procedural clarity, and its distance from corporate hierarchy, the firm provides an option for companies that need resolution, but also credibility.
As misconduct cases become more complex and visible, the value of an independent investigation is clearer than ever. For employers, the question is no longer whether to engage one, but how soon they will act.
