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 India specific requirements for India based customers)
Prevention interventions, including ongoing system diagnostics and training.
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
Delivery models
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.
Delivery models
Why our clients choose us
Delivery models
Independent external for serious misconduct sexual harassment and bullying (POSH) incidents.
Co-investigation with HR or Legal when parts of pre or post are done in-house.
Assisted internal inquiry where we guide, QA, or draft while your team interviews.
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.