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. External investigation removes that doubt entirely.

Compliance with Quebec law. Under the Act Respecting Labour Standards and the Act to Prevent and Stop Violence in Workplaces, 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 prior relationship with your organization and no stake in the outcome. 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 defensible before any 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 and their informed consent is obtained in accordance with Quebec’s Law 25 and PIPEDA.
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.

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 certified, experienced HR professional. No junior consultants. No rotating teams. Just consistent, expert attention to your file from start to finish.

• CPHR-certified 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

Revive RH|HR is based in the greater Montreal area and serves organizations throughout Quebec.

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.

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 Canada’s PIPEDA framework.

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.