An independent workplace investigator is typically engaged where concerns are serious, involve multiple parties, or where independence is important to ensure fairness and credibility. This is often the case for senior staff matters, sensitive complaints, or workplace issues such as bullying, harassment, sexual harassment, or serious misconduct. In New Zealand, investigations should be conducted in accordance with natural justice principles and relevant employment legislation.

A workplace investigator examines concerns such as misconduct, bullying, harassment, or other workplace issues in a fair and structured way. This includes gathering information, interviewing relevant parties, assessing evidence, and preparing a clear, independent investigation report to support employment processes. 

Yes. Sherwood Holmes Investigations provides independent investigation services to support legal practitioners in criminal and civil matters. This may include reviewing evidential material, identifying gaps or inconsistencies, assisting with witness interviews, preparing structured statements, and analysing complex factual issues.

All work is conducted independently, with a focus on clarity, evidential integrity, and presenting information in a way that supports legal processes. 

Yes. Complex investigations, including those involving multiple parties, historical issues, or suspected fraud, can be assessed and investigated using a structured and methodical approach.

This includes examining patterns of behaviour, financial or documentary evidence, and coordinating information from multiple sources to establish a clear and defensible understanding of the facts. 

Yes. Sherwood Holmes Investigations operates as an independent workplace investigator in New Zealand and conducts all work in accordance with the principles of natural justice, procedural fairness, and objectivity. The practice is led by a licensed private investigator and an internationally accredited workplace investigator (AWI-CH), providing a high standard of professional and independent investigative services. 

After your initial enquiry, we will arrange a confidential discussion to understand your situation at a high level. From there, you will receive guidance on possible next steps and, if appropriate, a proposed scope for an independent investigation. 

No. You do not need to provide full details of your workplace concern or complaint at the initial stage. Basic contact information and a general outline are sufficient to begin the process. 

Timeframes vary depending on the complexity of the matter, the number of people involved, and the availability of information. Workplace investigations may take anywhere from a few weeks to several months. Timeframes will be discussed once the scope is clear. 

The cost of a workplace investigation depends on the scope, complexity, and time involved. Following an initial discussion, a clear estimate or proposal will be provided so you can make an informed decision. Where appropriate, additional specialist expertise may be engaged through a trusted professional network. 

Not all workplace issues require a formal investigation. Some concerns can be resolved through management action or mediation. If you are unsure, an initial discussion can help determine whether an independent investigation is appropriate. 

At the initial stage, only basic contact details and a general outline of the situation are required. Detailed information can be provided later, once you are comfortable proceeding.