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YOUR TRUSTED EXPERT IN
WORKPLACE HARASSMENT INVESTIGATIONS
Providing employers with the decision-making information needed to act decisively and quickly return to core business.
EXPERIENCED, IMPARTIAL, DISCREEt
Poorly run workplace investigations scar culture and tank productivity. How—and how fast—you respond to allegations (sexual harassment, discrimination, fraud, theft, retaliation, negligence, or other misconduct) will shape the future of your organization.
These moments call for experienced, independent, and efficient investigators to lead a fair, legally defensible process that protects people, preserves facts, and safeguards your credibility.
At The Sullivan Investigative Insights, we specialize in workplace harassment investigations across Canada to serve employers and counsel in public sector, healthcare, post-secondary, municipalities, and tech. Operating with the discretion and expediency required to minimize legal risk and reputational damage, our conflict-screened and trauma-informed method produces transparent, legally-defensible findings to help your organization stabilize quickly.
SERVICES
Our services focus exclusively on harassment and sexual violence in the workplace.
With decades of legal and courtroom experience, we bring the finely-honed expertise necessary to effectively address allegations of all types of harassment and sexual violence including:
- Harassment
- Gender Based Harassment
- Sexual Harassment
- Sexual Violence
EXPERIENCE
Drawing upon 26 years of professional experience in the legal system with employers in a wide range business, government and institutional settings, our workplace investigations have examined all forms and sources of harassment and sexual violence including:
- Verbal and Non-Verbal Harassment
- Physical Harassment and Sexual Assault
- Coercion and Abuse of Power Dynamics
- Retaliation and Threats
- Online and Digital Harassment
- Third party / external service provider harassment
EXPERTISE
Our wide range of professional experience is coupled with a combination of legal and regulatory training, giving us a unique depth of knowledge and skill that defines our approach to workplace investigations. More specifically we understand:
- How to quickly find and separate facts from speculation and hearsay
- The importance of not only being impartial and objective but telegraphing that to the participants in our investigations
- How to arrive at practical and legally defensible options in the context of our clients’ unique circumstances
- How to clearly and concisely put these findings forward
ABOUT ROSELLEN SULLIVAN
Rosellen Sullivan, KC brings unmatched investigative and legal experience and expertise, bringing deep insight to challenging workplace situations. Trusted, impartial, and trauma-informed—her approach brings clarity, resolution, and fairness when it matters most.
WHAT Really Matters
An Employer’s Responsibility
‘Talking the talk’ isn’t enough. In some Canadian provinces, employers are required to develop, implement, and maintain a written harassment prevention plan in consultation with their occupational health and safety committee, worker health and safety representative.
It’s The Law
Federal legislation requires mandatory training on workplace harassment and violence be provided to all employees, including the employer and designated recipients of complaints.
Protecting Employees
Some provinces also have provisions recognizing that family violence can extend to the workplace. Employers in these provinces are required to take all reasonable precautions to protect workers from potential impacts in the workplace.
OTHER LEGAL SERVICES
LATEST NEWS
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Every organization that confronts a complaint of sexual harassment is involved in one of the most sensitive and high-risk responsibilities. A greater degree of fairness,
Confidential Harassment Investigations Protect Halifax Workplaces
Whenever there are allegations, conducting a confidential workplace investigation in Halifax enables employers to find the truth discreetly without causing any damage. Starting confidentially reassures
Why an Independent Investigator Is Essential for Workplace Sexual Harassment Cases
Workplace sexual harassment cases must be treated with fairness, sensitivity, and neutrality. Even the most structured internal investigations, unfortunately, may be subject to influences from
SERVICE INQUIRIES & CONSULTATIONS
A transparent, well-handled process is your key to preventing future harm and maintaining the culture of trust and accountability that attracts and retains talented employees.
Our confidential consultations can provide clarity and guidance on the best approach to address specific workplace harassment or sexual violence concerns. There’s no obligation—just a safe space to understand your options. Schedule a conversation today to take control of next steps toward a safer, more inclusive and productive workplace.
FREQUENTLY ASKED QUESTIONS
What sets Sullivan Investigative Insights apart from other investigators or HR professionals?
We combine legal expertise, HR best practices, and trauma-informed methods. Our courtroom experience gives us a tactical edge in assessing credibility and building defensible findings. We don’t just follow procedures—we ask the right questions, identify risks, and deliver findings you can act on with confidence.
How do you protect confidentiality during an investigation?
Confidentiality is a cornerstone of our approach. From the outset, we clearly explain what confidentiality entails to create a sense of safety. When participants trust that their input is protected, they engage more openly—resulting in stronger evidence and better outcomes.
How do you help organizations maintain a positive work culture during difficult investigations?
We approach every case with care, empathy, and professionalism. Our respectful engagement supports all parties, and our clear communication keeps stakeholders informed throughout. By resolving issues with clarity and fairness, we help restore trust and foster a more inclusive workplace culture.
What is a workplace investigation?
A workplace investigation is a structured process used to examine allegations of misconduct, harassment, bullying, or other inappropriate behavior in the workplace. The goal is to gather facts, interview relevant parties, and evaluate evidence in a fair, impartial way. A professional workplace investigator ensures that the process remains unbiased, trauma-informed, and confidential. The outcome is a well-documented report with clear findings, helping organizations make informed decisions while maintaining trust and minimizing legal or reputational risks.
Why is impartiality important in workplace investigations?
Impartiality ensures that all parties involved in an investigation are treated fairly and without bias. When investigations are handled internally by managers or HR staff, there can sometimes be real or perceived conflicts of interest. By hiring an independent investigator, organizations demonstrate neutrality, protect employee trust, and reduce the risk of challenges to the findings. Impartial investigations also hold up better in legal or regulatory reviews, which is crucial for minimizing liability and ensuring compliance with workplace laws.
Are workplace investigations confidential?
Yes. Confidentiality is a cornerstone of effective workplace investigations. All information gathered—such as witness statements, documents, and findings—is handled with discretion and shared only with authorized decision-makers. Confidentiality protects the privacy of employees and encourages participants to speak openly without fear of retaliation. While complete anonymity cannot always be guaranteed, professional investigators use trauma-informed techniques to minimize risk and ensure a respectful process for everyone involved.
What types of complaints require a workplace investigation?
Workplace investigations are necessary when allegations involve harassment and misconduct issues, including sexual harassment, workplace violence, and emotional abuse. Specific examples include verbal, physical, psychological, and visual harassment, stalking, racial or ethnic harassment, quid pro quo scenarios, gender-based harassment, and harassment from third parties such as clients or contractors.
What is a trauma-informed workplace investigation?
A trauma-informed investigation approach recognizes that individuals involved in workplace complaints may have experienced distress or harm. Investigators trained in this method conduct interviews with sensitivity, use respectful questioning techniques, and avoid re-traumatization. The focus is on creating a safe environment where participants feel heard and supported. This approach leads to more accurate fact-finding, builds employee trust in the process, and ensures that the investigation not only meets legal requirements but also upholds organizational values of respect and fairness.
How long does a workplace investigation take?
The timeline depends on the complexity of the case, the number of people involved, and the availability of evidence. Straightforward cases with a limited number of witnesses may be resolved more quickly, while serious allegations involving multiple parties can take longer. A professional investigator keeps the process timely and transparent, providing regular updates to decision-makers. Prompt investigations are critical to reducing workplace disruption and maintaining employee trust in the process.
What happens during a workplace investigation?
A typical workplace investigation follows several steps: intake and review of the complaint, gathering documents and evidence, interviewing the complainant, respondent, and witnesses, analyzing the information collected, and preparing a final report. The report outlines findings of fact, assesses credibility, and provides recommendations where appropriate. Throughout this process, impartiality, confidentiality, and respect for all parties are maintained. The goal is not to advocate for one side but to uncover the truth and present clear, defensible findings.
Can HR handle workplace investigations internally?
While HR can manage some internal complaints, there are risks when sensitive issues involve senior leaders, complex allegations, or potential legal consequences. Internal teams may face challenges with impartiality, employee trust, and credibility in court or regulatory reviews. Bringing in an external, professional workplace investigator eliminates conflicts of interest and ensures that findings are respected by all parties. It also reassures employees that the process is fair and that outcomes are based solely on evidence.
What are the risks of not investigating a complaint?
Failing to investigate complaints of harassment, bullying, or misconduct can expose organizations to serious risks. Employees may lose trust in leadership, workplace culture can deteriorate, and the organization may face lawsuits, human rights complaints, or reputational damage. In some cases, failure to act can even violate employment or occupational health and safety laws. By conducting timely, impartial investigations, organizations show accountability, protect employees, and minimize potential legal or financial consequences.
How are witnesses involved in workplace investigations?
Witnesses play a critical role in workplace investigations. They may provide valuable insights, confirm facts, or clarify events. A professional investigator approaches witnesses respectfully, explains the process clearly, and assures them that their input will remain confidential within the investigation. Trauma-informed interviewing techniques encourage openness while protecting psychological well-being. Witness testimony, combined with other evidence, helps build a complete and accurate picture of the situation, ensuring reliable and defensible findings.
What should an employer do when they receive a complaint?
Employers should take every complaint seriously, regardless of how small it may seem. The first step is to acknowledge the complaint promptly and decide whether an internal or external investigation is needed. Employers must ensure impartiality, protect confidentiality, and prevent retaliation against those involved. Bringing in a professional investigator helps maintain fairness, reduce risks, and provide clear findings. Acting swiftly demonstrates organizational integrity and supports a respectful workplace culture.
How does Sullivan Investigative Insights ensure fairness?
At Sullivan Investigative Insights, fairness is at the core of every investigation. We remain neutral, listen to all parties without judgment, and apply a trauma-informed approach that balances empathy with rigorous fact-finding. Our investigators carefully evaluate credibility, corroborate evidence, and deliver clear reports that withstand legal and organizational scrutiny. By ensuring both complainants and respondents are treated respectfully, we foster trust and confidence in the process, supporting a fair and safe workplace for all.
What is included in the final workplace investigation report?
The final report typically includes a summary of the findings, credibility assessments, relevant facts, and clear rationale for our conclusions. It concludes with clear, impartial findings based on the evidence. While recommendations may be included, the final decision rests with the employer. A well-prepared report not only provides closure but also helps organizations make informed decisions that protect both employees and organizational integrity.
Can workplace investigations help prevent future misconduct?
Yes. Beyond resolving immediate complaints, workplace investigations provide insights into systemic issues, cultural gaps, or policy weaknesses. Identifying these patterns allows organizations to implement better training, improve reporting systems, and strengthen workplace policies. A fair and transparent process also sets a precedent, showing employees that misconduct will not be tolerated. Over time, this builds a stronger, safer, and more respectful workplace culture that reduces the likelihood of future issues.
How much does a workplace investigation cost?
The cost of a workplace investigation varies depending on the complexity of the case, number of interviews required, and amount of evidence to review. Some investigations may take only a few weeks, while others require months of work. While external investigators are an investment, the cost is far less than the potential financial, legal, and reputational damage caused by unresolved complaints. Most importantly, professional investigations demonstrate an organization’s commitment to fairness and accountability.
How can organizations support employees during an investigation?
Employers should reassure employees that the process is impartial, confidential, and respectful. Providing access to employee assistance programs, mental health resources, or counseling can help participants cope with the stress of an investigation. Clear communication about timelines and expectations also reduces uncertainty. By supporting employees throughout the process, organizations show care for staff well-being, maintain trust, and encourage cooperation that leads to more accurate and defensible outcomes.
Are workplace investigations legally required in Canada?
In many cases, yes. Canadian employment and human rights laws require employers to investigate complaints of harassment, discrimination, or workplace violence. Failure to do so can result in penalties, lawsuits, or human rights tribunal actions. Even when not legally mandated, investigations are strongly recommended to protect organizations from liability and to ensure a safe work environment. Engaging a professional investigator ensures compliance with both legal obligations and best practices.
What makes Sullivan Investigative Insights different from other firms?
Sullivan Investigative Insights combines over two decades of legal expertise with a trauma-informed approach to workplace investigations. Led by Rosellen Sullivan, KC, a recognized trial lawyer and workplace investigator, the firm specializes in impartial, empathetic, and legally defensible investigations. Unlike some firms that focus only on compliance, we balance compassion with rigor, ensuring employees feel respected while employers receive clear, actionable findings. Our reputation for fairness and excellence sets us apart.
How do I contact Sullivan Investigative Insights?
You can contact Sullivan Investigative Insights through our website’s Contact page, by phone, or by email. We offer confidential consultations to discuss your concerns and determine the most appropriate next steps. Whether you are an HR professional, or executive seeking guidance, our team provides responsive support and clear advice. Reaching out early helps address issues promptly, reduce risks, and build a safer, more respectful workplace for everyone.
