Workplace Investigations

A complaint has been filed. What happens next matters, legally and humanly.

Whether it’s an allegation of harassment, a report of misconduct, or a toxic dynamic that’s finally surfaced, one decision shapes everything: who investigates, and how.

At Revive RH|HR, we conduct impartial, rigorous, and confidential workplace investigations across Quebec, in English and in French, so your organization can move forward with clarity, confidence, and legal defensibility.

Request a free confidential consultation No commitment. Quick response within 24 hours.

Is this situation on your desk right now?

If any of the following apply, you likely need an external workplace investigation:

• An employee has filed a formal harassment or discrimination complaint
• You’ve received a CNESST notice or are anticipating one
• A complaint has been made against a manager, supervisor, or member of leadership
• You have a conflict of interest that prevents your team from investigating internally
• Your internal HR capacity is limited, unavailable, or not trained for formal investigations
• An incident has occurred that could lead to arbitration, mediation, or litigation
• Employees have raised concerns about the fairness or objectivity of an internal process

If you’re unsure whether your situation requires an external investigation, call us. That conversation is free, confidential, and carries no obligation.

Internal investigations carry real risks. External ones protect everyone.

When something goes wrong in a workplace, the instinct is often to handle it quietly and internally. But in Quebec, that approach carries significant legal and reputational exposure.

Legal defensibility. Courts, tribunals, and the CNESST scrutinize how investigations are conducted, not just what they conclude. An impartial, documented external process is far more likely to withstand challenge.

Real independence. An internal investigator, even a well-intentioned one, can face perceived bias, especially when the respondent is in a position of authority. An external investigation substantially reduces that risk.

Compliance with Quebec law. Under the Act respecting labour standards and the Act respecting occupational health and safety, as amended in 2024, employers have specific obligations when harassment complaints are filed. We know these frameworks and we apply them correctly.

Protection for all parties. A structured, neutral process ensures that both the complainant and the respondent are heard, respected, and treated fairly, reducing the risk of escalation on either side.

Peace of mind for leadership. When you engage an independent expert, you send a clear message to your team: we take this seriously. That message matters for culture, trust, and retention.

We handle a wide range of workplace concerns, including:

• Psychological harassment (harcèlement psychologique)
• Sexual harassment and inappropriate conduct
• Personal harassment and bullying
• Discrimination and human rights violations
• Workplace violence or threats of violence
• Abuse of authority or power
• Breaches of internal policy, code of conduct, or ethics guidelines
• Conflict of interest
• Other misconduct affecting workplace safety, trust, or compliance

How we work is as important as what we find.

Impartiality is non-negotiable. We have no stake in the outcome and disclose any prior relationship before accepting a mandate. Our role is to follow the evidence, wherever it leads.

Every participant deserves to be heard. A workplace investigation is stressful for everyone involved. We approach every interview with sensitivity, respect, and a genuine commitment to making people feel safe to speak.

Speed and thoroughness are not opposites. Delays in addressing a complaint can worsen the situation and increase legal exposure. We prioritize timely, efficient investigations without cutting corners on rigour or fairness.

One size does not fit all. We design our process to fit your context, your culture, and your operational reality, whether you have 12 employees or 200.

The report must stand up to scrutiny. Our findings are clearly written, evidence-based, and written to withstand scrutiny by a tribunal, arbitrator, or court.

Cost should never be a barrier. We work with SMEs of all sizes and discuss scope and cost transparently before any mandate begins.

A clear, structured process from the first call to the final report.

1. Free confidential consultation We discuss your situation and determine together whether an external investigation is the right step. No commitment required.
2. Mandate definition and scoping We define the terms of reference: who will be interviewed, what evidence will be reviewed, and what questions the investigation must answer.
3. Notification and consent All parties are formally notified of the process, its purpose and how their personal information will be used, in accordance with Quebec’s Law 25.
4. Interviews We conduct individual, confidential interviews with all relevant parties. Each person has the opportunity to be fully heard.
5. Document and evidence review We examine relevant communications, policies, records, and any other pertinent documentation.
6. Analysis We assess the evidence objectively and on a balance of probabilities, the standard applied in Quebec workplace investigations.
7. Written report and recommendations You receive a clear, comprehensive, and legally defensible report with our findings and practical recommendations for next steps.

Confidentiality and file retention

Everyone interviewed signs a confidentiality undertaking before their interview. The mandate sets the limits of confidentiality, who receives the findings and what will be placed in the annexes. The report is delivered to the client as a password-protected PDF; the recommendations and the annexes (statements, interview notes, evidence) are separate documents, so the recommendations can be shared without exposing the findings. The investigation file is kept by Revive RHHR Inc. in a secure, access-restricted space, separate from the client’s HR records, for the period prescribed by the Ordre des CRHA, then securely destroyed, unless a pending proceeding requires it to be kept. No information from the file is used for any other purpose.

Case example: external investigation in the personal and social services sector

An organization in the personal and social services sector (100 to 200 employees) received a complaint against a manager. The allegations concerned conduct toward a vulnerable clientele and compliance with internal policies. Management entrusted the investigation to Revive RHHR Inc. to ensure an impartial process.

We held separate, confidential interviews with the complainant, the respondent and the witnesses, and reviewed the available documentary and photographic evidence. Each allegation was assessed on a balance of probabilities, against the Charter of Human Rights and Freedoms, the Act respecting health services and social services, the Act respecting labour standards and the organization’s policies.

The anonymized report, delivered to senior management, clearly distinguished breaches of the law from breaches of internal policies and proposed proportionate recommendations. Management was able to act quickly, inform the families concerned appropriately and preserve the trust of staff and clients.

You’re not hiring a large firm. You’re working directly with senior HR expertise, from the first call to the final report.

At Revive RH|HR, every investigation is handled by a CRHA-certified HR professional who also holds the ECH designation (certified harassment investigator), with over 20 years of experience. No junior consultants. No rotating teams. Just consistent, expert attention to your file from start to finish.

• CRHA and ECH (certified harassment investigator, a certification of the Ordre des CRHA) expertise with deep knowledge of Quebec’s legislative framework, including the Act Respecting Labour Standards, the LSST, CNESST processes, and Law 25
• Bilingual fluency, with investigations conducted fully in English, French, or both
• A human-centric approach that combines rigorous process with dignity and respect for everyone involved
• SME-focused experience built on understanding the realities of smaller organizations: limited HR resources, tight timelines, and the weight every decision carries

Where we work

Revive RH|HR is based in the Montérégie. We conduct workplace investigations on the South Shore (Longueuil, Brossard, Boucherville, Saint-Hubert, Sainte-Julie, Saint-Bruno-de-Montarville, Varennes), in Montreal, in Laval and throughout Quebec, on site or remotely. Interviews can take place at your premises, in a neutral location or by video conference, whichever best protects the confidentiality of the people we meet.

Something has come to your attention. Don’t wait.

The longer a complaint goes unaddressed, the greater the legal, cultural, and human cost to your organization.

We offer a free, confidential 30-minute consultation. No obligation, no pressure. Just clarity on your next step.

Request your free consultation 514-924-7447 All inquiries are strictly confidential.

Common Questions About Workplace Investigations in Quebec

Do I have a legal obligation to investigate a harassment complaint? Yes. Under Quebec’s Act Respecting Labour Standards, employers have an obligation to take reasonable action in response to harassment complaints, which typically includes conducting a formal investigation.

What changed in 2024 and 2025 for Quebec employers? Two sets of changes bear directly on how complaints are handled. Since 2024, the Act to prevent and fight psychological harassment and sexual violence in the workplace (Bill 42) sets minimum content for the harassment prevention policy: prevention methods, training, the complaint-handling process, protective measures for the people involved and confidentiality rules. It also provides that amnesty clauses in collective agreements do not apply to discipline related to physical, psychological or sexual violence, and it extends to two years the deadline for a CNESST claim related to sexual violence. Since 1 October 2025, under the Act to modernize the occupational health and safety regime (Bill 27), every employer must address psychosocial risks, including harassment, in its prevention program or action plan. An investigation conducted under a documented process is one of the ways to show these obligations are being met.

Can my internal HR team conduct the investigation? In some cases, yes, but only if they are trained, genuinely impartial, and not in a conflict of interest. If the complaint involves a manager or senior leader, an external investigator is strongly recommended.

How long does a workplace investigation take? Simple cases may be completed in two to four weeks. More complex matters can take six to eight weeks or longer. We always aim to work efficiently without compromising quality.

How much does a workplace investigation cost? Every mandate is different. We discuss scope and cost transparently before any work begins. Contact us for a free consultation and we’ll provide a realistic estimate based on your situation.

Is everything confidential? Yes. All information is handled in strict accordance with Quebec’s Law 25 and, for federally regulated employers, Canada’s PIPEDA.

Do you conduct investigations in French? Absolutely. Revive RH|HR is fully bilingual. Investigations can be conducted entirely in French, entirely in English, or in both languages.

What happens after the investigation is complete? You receive a written report with our findings. We can also support your organization with next steps, whether that’s corrective measures, internal communications, or further HR guidance.