Employer Resources

These resources reflect common questions and situations employers face when information is limited or incomplete.

Practical Guidance for Employers Navigating Complex Workplace Situations

Workplace issues involving injury claims, internal concerns, or sensitive employee matters are rarely straightforward. Often, employers are asked to make decisions while information is incomplete, timelines are unclear, or emotions are high.

This resource centre is designed to support employers by providing practical guidance, context, and insight into common workplace situations, helping you better understand what you’re seeing and how to think through next steps calmly and confidently.

When Employers Use These Resources

Employer Evidence Readiness Checklist

A Simple Way to Prepare Before Decisions Are Made

Before engaging in an investigation, many employers benefit from taking a step back and understanding what information is already available and what may still be unclear.

The Employer Evidence Readiness Checklist is designed to help employers:

Identify relevant information already on hand
Recognize gaps that may affect decision-making
Better understand when additional clarity may be helpful

The checklist is practical, straightforward, and designed to support internal discussions, not to push decisions in any particular direction.

Access the Employer Evidence Readiness Checklist below.

Questionable Injury & WSIB Claims

Injury and disability claims can evolve over time. In some cases, employers find themselves facing questions related to:

Reported limitations
Changes in activity or condition
Inconsistent timelines or reporting

Understanding how these situations are commonly reviewed can make it easier to respond calmly, fairly, and with confidence

Internal Fraud, Theft & Employee Misconduct

Internal concerns can involve a wide range of situations, including:

Company property or asset use
Time and attendance issues
Policy violations
Misuse of benefits or resources

Early awareness and structured fact-gathering can help reduce disruption and support informed decision-making.

Common Workplace Situations Employers Navigate

Investigative Interviews & Workplace Fact Finding

In many cases, clarity comes from understanding:

What occurred
When events took place
How different accounts align

Professional, structured fact finding can help employers move forward with confidence and reduce uncertainty before decisions are made.

Surveillance & Activity Verification

Surveillance is one tool among many and is not appropriate in every situation. Understanding when and how it may be used can help employers rely on objective information rather than assumptions.

When used appropriately, activity verification can provide clarity while respecting privacy and professionalism.

Articles & Insights for Employers

This section includes practical articles addressing common employer concerns, such as:

Recognizing potential red flags
Understanding risk exposure
Preparing for difficult conversations
Avoiding unnecessary escalation

Each article is written to support awareness and understanding — helping employers feel more prepared and confident when navigating complex situations.

Employers often encounter similar questions and decision points. The resources below address some of the most common ones.

Common Red Flags Employers Notice Over Time

Workplace concerns rarely begin with a single obvious issue. More often, employers notice small inconsistencies or unanswered questions that develop gradually.

Recognizing potential red flags does not mean assuming wrongdoing. It simply means paying attention to information that may benefit from clarification before decisions are made.

Common indicators employers often notice include:

Reported limitations that appear inconsistent over time
Changes in activity or behaviour that are difficult to reconcile
Gaps or delays in reporting incidents or treatment
Conflicting accounts from different sources
Situations where documentation does not fully align

Individually, these factors may not mean much. Taken together, they can create uncertainty that makes decision making more difficult.

Understanding the Role of Surveillance in Workplace Matters

Surveillance is often misunderstood. It is not a default response and it is not appropriate in every situation.

When used thoughtfully and lawfully, surveillance can help clarify specific questions related to activity or conduct. It is typically considered only after other information has been reviewed.

Key points employers should understand:

Surveillance is one investigative tool among many
It should be proportionate to the situation
It must be conducted lawfully and discreetly
It works best as part of a broader fact finding process

Surveillance is most effective when used to clarify information, not replace professional judgment.

When Employers Consider Independent Fact Finding

Many employers attempt to resolve concerns internally. In some cases, this works well. In others, uncertainty remains despite best efforts.

Independent fact finding is often considered when:

Internal reviews stall or raise additional questions
Neutrality becomes important
Conflicting accounts cannot be reconciled
Decisions carry legal, financial, or reputational risk
Management needs confidence before proceeding

The purpose of fact finding is not escalation. It is to establish reliable information so decisions can be made fairly and confidently.

How Investigative Interviews Support Workplace Reviews

In many situations, clarity comes from understanding what people experienced, observed, or recall.

Investigative interviews are structured conversations designed to:

Clarify timelines
Understand differing perspectives
Identify gaps in information
Support internal decision-making

When conducted professionally, interviews are neutral, respectful, and focused on fact-finding rather than confrontation.

Why Clarity Matters Before Taking Action

Situations involving internal theft, misconduct, or policy violations can be challenging. Employers are often balancing fairness, workplace morale, and organizational risk.

Acting without clarity can:

Create unnecessary conflict
Increase exposure to disputes or complaints
Undermine internal trust

Taking time to understand what is known and what remains unclear, helps ensure decisions are measured, fair, and defensible.

Is It Legal to Hire a Private Investigator in Ontario?

Private investigators can be lawfully engaged by employers in Ontario when work is conducted properly and within regulatory boundaries.

Licensed investigators:

Operate under provincial legislation
Work within defined legal and ethical limits
Are subject to regulatory oversight

Engaging a licensed investigator helps ensure information is gathered responsibly and can be relied upon when decisions are made.

What a Private Investigator Can and Cannot Do for Employers

Many employers consider engaging a private investigator without fully understanding the scope of investigative work.

A professional investigator’s role is to gather lawful, objective information, not to make decisions or take action on an employer’s behalf.

Private investigators typically:

Conduct lawful surveillance and activity verification
Perform structured investigative interviews
Review timelines, facts, and documentation
Observe and document objectively
Provide clear written reports

Private investigators do not:

Replace HR, legal, or management decision-making
Interrogate or coerce individuals
Access private records unlawfully
Interpret medical information
Recommend disciplinary outcomes

Understanding this distinction helps set appropriate expectations.

Questions Employers Often Ask Before Hiring a Private Investigator

Before engaging investigative services, employers often want clarity around approach and expectations.

Common questions include:

What experience does the investigator have with workplace matters?
How will the investigation be approached proportionately?
What methods may be used, and when?
What documentation will be provided?
How is confidentiality maintained?

Asking thoughtful questions early helps ensure alignment and reduces uncertainty.

Balancing Surveillance and Privacy in the Workplace

Surveillance must always be approached carefully.

When lawful surveillance is considered, it should be:

Justified by legitimate concerns
Proportionate to the issue
Conducted discreetly and professionally

Surveillance is rarely the first step and is most effective when used to clarify specific questions rather than replace broader review.

How Investigative Evidence Is Documented and Used

One of the most common employer questions is what investigative work actually produces.

Professional investigations typically result in:

Clear, factual documentation
Objective observations
Timelines and summaries
Supporting materials where appropriate

This documentation supports internal discussions and decision-making by providing clarity rather than conclusions.

What Employers Often Do Before Reaching Out for Help

Many employers attempt to resolve concerns internally before seeking external support.

Common early steps include:

Reviewing internal documentation
Speaking with supervisors or managers
Attempting to clarify inconsistencies

In some cases, this resolves the issue. In others, uncertainty remains. Recognizing when internal review has reached its limit helps guide next steps.

Why Neutral Fact-Finding Often Reduces Workplace Tension

When situations involve differing perspectives or heightened sensitivity, neutrality matters.

Independent fact-finding can:

Reduce perceptions of bias
Support fairness
Maintain workplace relationships
Prevent unnecessary escalation

Employers often find that neutrality brings clarity and stability to difficult situations.

When Employers Decide to Have a Confidential Conversation

Reaching out does not require certainty or proof.

Employers often request a confidential discussion when:

Something feels unclear
They want to understand options
They need reassurance before proceeding

A short conversation can often confirm whether further steps are needed, or whether no action is required at all.

If you’re currently navigating a situation and want a practical way to organize what you know and what may still be unclear, the checklist below can help.