Independent Workplace Investigations You Can Rely On
In sensitive matters, independence and process quality decide outcomes. Our investigation teams act quickly, document thoroughly, and report with clarity so management can act with confidence and fairness.
Who We Serve
We work with senior HR, Legal, and Compliance leaders in both SMEs and multinational organisations who require a neutral, defensible fact-finding process for sensitive workplace matters—including harassment, discrimination, misconduct, conflicts of interest, whistleblowing, and code-of-conduct breaches.
How We Can Help
We provide targeted support and deliverables, tailored to the specific needs of each case.
Investigation Plan & Timeline
Evidence Register & Chain-of-custody log
Interview Protocols & Planning Sheets
Findings Report with Appendices
Management Action Pack (disciplinary & remedial options)
Briefing for Decision-makers and Counsel
Trusted Across Industries
We work with both SMEs and multinational organisations across technology, manufacturing, logistics, healthcare, education, professional services, and other regulated sectors. Our experience spans matters from single-allegation cases to complex investigations involving multiple stakeholders and jurisdictions.
Our Lawyers
Mohamed Baiross
Partner
- English/Tamil/Malay Fluency
Sharifah Nabilah
Senior Associate
- Malay/English Fluency
Clarisse Khoo
Senior Associate
- Chinese/English Fluency
Caryn Lee
Partner
- English/Chinese Fluency
Bernard Ee
Senior Associate
- English/Chinese Fluency
Why Choose Us
We offer a same-day-ready, independent investigation team with legal-grade evidence handling, trauma-informed interviewing, and reports that withstand internal and external scrutiny.
Contracts
Drafting and Reviewing Commercial, Lease, Vendor, and Service Agreements
Business Set-Up
Incorporation, Joint Ventures, and Private Limited Structuring
Employment Matters
HR Policies, Handbooks, Disciplinary Issues, MOM Investigations
Shareholder & Director Support
Governance, Exits, Disputes, And Constitutional Documents
Debt Recovery
Letters of Demand, Enforcement, And Litigation
Regulatory Compliance
PDPA, AML/CFT, ESG, And Licensing Requirements
M&A Advisory
Deal Structuring, Due Diligence, And SPA Drafting
Franchise & Licensing
Legal Frameworks, Negotiation, And Risk Mitigation
IP Protection
Trade Mark Registration, Licensing, And Brand Safeguarding
Succession Planning
Business Wills, Buy-Sell Agreements, And Trusts
How It Works in 4 Steps
We provide targeted support and deliverables, tailored to the specific needs of each case.
Intake & Scope
Confidential call, Risk triage, Draft Terms of Reference.
Plan & Preserve
Investigation Plan, preservation notices, interview sequencing.
Fact-Finding
Evidence review, interviews, contemporaneous notes, chain-of-custody.
Findings & Actions
Factual report, issue-by-issue conclusions, Management Action Pack.
Our Reviews
Other Services
Our Full-Service Legal Firm Offers Tailored Legal Support across Every Stage of Your Company’s Journey:
Contracts
Drafting and Reviewing Commercial, Lease, Vendor, and Service Agreements
Business Set-Up
Incorporation, Joint Ventures, and Private Limited Structuring
Employment Matters
HR Policies, Handbooks, Disciplinary Issues, MOM Investigations
Shareholder & Director Support
Governance, Exits, Disputes, And Constitutional Documents
Debt Recovery
Letters of Demand, Enforcement, And Litigation
Regulatory Compliance
PDPA, AML/CFT, ESG, And Licensing Requirements
M&A Advisory
Deal Structuring, Due Diligence, And SPA Drafting
Franchise & Licensing
Legal Frameworks, Negotiation, And Risk Mitigation
IP Protection
Trade Mark Registration, Licensing, And Brand Safeguarding
Succession Planning
Business Wills, Buy-Sell Agreements, And Trusts
Frequently Asked Questions
Why use a third-party investigator?
An independent investigator ensures impartiality, procedural rigour, and findings that stand up to scrutiny by regulators, tribunals, or courts—removing conflicts of interest and protecting the integrity of the process.
What rules apply to workplace investigations?
Investigations follow your organisation’s grievance procedures or the terms in employment contracts. Without an internal policy, guidance from the Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) applies. The law requires fair inquiry before dismissal for misconduct.
How does an investigation begin?
It starts when a concern, complaint, or grievance—whether named or anonymous—is raised about workplace conduct, behaviour, or incidents.
Can an employee be suspended?
Yes, with valid reason. If no misconduct is found, all withheld salary must be paid back.
Who should conduct the investigation?
The investigator must be impartial, free of conflicts, trained in investigative procedure, and familiar with fair employment standards.
Will you recommend disciplinary action?
We present factual findings and possible options. The final decision rests entirely with management.
Can an employee challenge the investigation?
Yes, through the courts—if they can prove a breach of policy, natural justice, or mutual trust and confidence that causes serious prejudice.
Must employees act as witnesses?
Employment contracts or internal policies may require cooperation. Refusal without good reason may lead to disciplinary action.
Can the employer check personal items?
Not without consent or contractual authority. Company-owned files, email accounts, and devices may be searched.
How do you protect confidentiality?
We limit distribution, securely store all materials, and maintain strict chain-of-custody discipline. Unnecessary recipients are excluded, and identities are only disclosed if required by law or safety concerns.
Can you start urgently?
Yes. We can arrange a same-day scoping call and, where necessary, issue a preservation notice immediately after intake.
Are your fees publicly available?
No. Fees are case-specific and shared upon request on a case-by-case basis.
Is there a right to legal representation?
There is no automatic entitlement, but employers may allow a lawyer or colleague to attend for fairness or emotional support.
What if unrelated issues arise during the investigation?
They should be addressed separately under your organisation’s procedures. Certain serious matters must be reported to the police immediately.
What if the employee is on sick leave?
If their input is no longer required, the process can continue. If still needed, the investigation may be paused, adapted (e.g., written questions), or provisionally concluded until they can participate.
What is shared at the end of an investigation?
The individual under investigation will be informed of the findings, any disciplinary action, and their right to appeal. Normally, only a summary is provided to relevant parties.
How long are records kept?
Minor warnings may be removed after a set period, often one year. Serious misconduct records are kept as long as required by law or policy.
What happens if the investigation is mishandled?
It may be overturned by the courts, damages may be awarded, and regulatory penalties could follow.
General Disclaimer
The materials contained in this document are intended for general informational and marketing purposes only and may reflect mixed terminology from different legal and regulatory contexts. This webpage does not constitute legal advice. For advice specific to your circumstances, please consult a qualified legal counsel.
