Workplace conduct and conflict - Investigation and Prevention
Virtual. Rigorous. Human.
Navigate high-risk, workplace conduct and conflict incidents with our expert guidance.
What we do
Our Services
Why our clients choose us
Why our clients choose us
End to end virtual investigations into high-risk conduct and conflict incidents.
Partnered investigations, when you need to supplement your in-house capacity and bring independence.
Sexual harassment & bullying investigations meeting POSH* requirements.
Prevention interventions, including ongoing system diagnostics and training.
*POSH is the
End to end virtual investigations into high-risk conduct and conflict incidents.
Partnered investigations, when you need to supplement your in-house capacity and bring independence.
Sexual harassment & bullying investigations meeting POSH* requirements.
Prevention interventions, including ongoing system diagnostics and training.
*POSH is the Prevention of Sexual Harassment legislation in India
Why our clients choose us
Why our clients choose us
Why our clients choose us
Virtual first means rapid start, lower cost, and less disruption.
Interviews happen privately and securely, often from a participant’s home.
Defensible findings that hold up to internal and external scrutiny.
Trauma-informed, culturally intelligent practice.
Independence when stakes are high and termination is likely.
Our clients
Why our clients choose us
Our clients
We have worked with multinational corporations on highly sensitive investigation and prevention.
Our clients include small to medium businesses that need independent expertise, speed, and discretion.
Our team
Why our clients choose us
Our clients
Our team delivers independent investigations that stand up, based on facts you can stand on.
We go a step further and provide you resolution and prevention fixes that you can live by.
The team
Sreevidya Varma
Two lenses, one vision
Sreevidya Varma
India’s leading independent workplace investigator and Association of Workplace Investigators Certificate Holder (AWI-CH) — the first in India to hold this distinction. Trained mediator (AMINZ).
Expertise in workplace conduct, bullying, and sexual harassment and frequently engaged for complex POSH (India specific) incidents
Recognised fo
India’s leading independent workplace investigator and Association of Workplace Investigators Certificate Holder (AWI-CH) — the first in India to hold this distinction. Trained mediator (AMINZ).
Expertise in workplace conduct, bullying, and sexual harassment and frequently engaged for complex POSH (India specific) incidents
Recognised for trauma-aware, culturally sensitive interviewing, rigorous analysis and defensible findings.
Kavita Khanna
Two lenses, one vision
Sreevidya Varma
People and culture strategist, experienced in working with executive teams and Boards.
Widely regarded for expertise on practical recovery and strategies for workplace risk management & prevention of high-risk incidents. .
Called on for system checks and diagnostics for risk assurance and management.
Two lenses, one vision
Two lenses, one vision
Two lenses, one vision
Vidya gets to the facts quickly and fairly.
Kavita turns findings into safer systems and stronger teams.
Fast clarity, better governance and fewer incidents tomorrow.
Based in New Zealand.
Serving India virtually with a higher bar for fairness, documentation, and governance assurance.
Workplace use cases
The workplace conflict and conduct spectrum
Workplace conduct and conflict can range from common place issues to serious incidents. We are often called by our clients to deal with high risk incidents. However, it would be useful to understand the whole spectrum. Sometimes, early intervention can prevent serious incidents and this is also an area where we can work with your teams to anticipate and prevent more serious issues.
Misconduct and policy breaches
These are more serious allegations that carry significant legal and personal risk. This is typically where Lex Pertias is engaged for investigation.
- Bullying and Harassment: Repeated and unreasonable behaviour directed towards an employee or group of employees, creating a risk to health and safety.
- Sexual Harassment: Unwelcome or offensive sexual behaviour that is repeated or serious enough to have a harmful effect.
- Discrimination: Allegations that a person is being treated unfairly because of their age, gender, ethnicity, religion, disability, or other protected characteristic.
- Breaches of Code of Conduct: Actions that go against the company’s stated values and rules, such as issues with confidentiality, honesty, or respect.
Interpersonal and Team dynamics
This is often the day-to-day friction that, if left unchecked, can poison a team's culture. Our training service Manager Capability Boost, helps to address these in a timely manner. We have a Restorative service that can be used to repair and restore workplace relationships
Some examples are:
- Communication Breakdown: Teams are siloing information, conversations are tense, or people are avoiding talking to each other altogether.
- Personality Clashes: Two or more individuals have incompatible working styles or personalities that are causing ongoing tension.
- Team Dysfunction: The team is plagued by a lack of trust, gossip, or unproductive meetings, leading to low morale and poor performance.
- Role and Responsibility Disputes: Conflict over who is responsible for what tasks, leading to duplicated work or things getting missed.
- Exclusion and Cliques: A team has broken into factions or certain individuals are being deliberately left out, undermining collaboration.
Leadership and operational conflict
These issues often stem from management actions or organisational stress. We use diagnostic tools to uncover soft spots within your operating system, and can adjust your policies and systems to prevent these from happening.
Some examples are
- Manager-Employee Conflict: Disputes over performance reviews, workload, micromanagement, or a perceived lack of support.
- Conflict Between Departments: Friction between teams (e.g., Sales and Operations) with competing goals or poor communication.
- Managing Change: Resistance and conflict arising from a restructure, new technology, or a change in leadership.
- Trust in Leadership: A breakdown of trust between staff and management, often leading to a disengaged and unmotivated workforce.
Our approach
Virtual
Virtual first for speed, privacy, and reach.
Secure interviews across time zones, often from the participant’s home.
Digital evidence capture and full audit trail from day one.
Minimal disruption to teams and operations.
Targeted on-site only if essential.
Rigorous
Procedural fairness by design.
Clear scope control and evidence maps.
Board-ready Investigation Plan in 48 hours after scope approval.
Encrypted workflows and need-to-know access.
POSH-aware, policy-aligned, and audit-ready records.
Human
Dignity and respect at every step.
Trauma-aware interviewing with language choice and wellbeing supports.
Plain-English communication that people trust.
Cultural intelligence for hierarchy, privacy, and power dynamics.
Careful handling of retaliation and psychosocial risk.
Co-designed
Our methods, tailored to your context.
We align to your policy, law, and context before we start.
Co-investigation or assisted inquiry when you prefer to keep parts in-house.
Agreed cadence for updates to your authorised contact.
Practical recommendations offered separately from findings.
Adoption support for preventative steps and manager toolkits.