Why A Company May Hire A Private Investigator To Investigate Their Employees

Any institution consisting of people from different backgrounds, people with different belief systems, emotional quotient and upbringing is bound to have some clashes here and there. In such cases, it is the prerogative of the employer or the management team to investigate the clashes either internally or through the assistance of a discrete highly qualified private investigator. But under what circumstances can a company hire a private investigator to investigate their employees?

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An investigation can be triggered if and when an employee is either suspected of or reported for minor or gross misconduct. Offenses here can be subdivided into two main categories- official and sexual misconduct. Under official misconduct, theft, faking qualifications, absenteeism, bullying other employees, inappropriate language, misappropriation of company resources and funds, damage to property, bribery, discrimination of any kind, drunk behaviour at work, use of narcotics or other illegal substances and negligence are some of the offenses that can trigger an investigation.

Criminal activities

An employer may also hire a private investigator to uncover the criminal activities that an employee may be engaged in irrespective of whether or not they are related to their work. The criminal activities may include insider trading; corporate espionage; drug dealing; child abuse, trafficking of any kind, sexual related offences and many more. Employers have the right to dismiss employees proven to be engaged in criminal activities and report the matter to the relevant authorities or further action.

Serious Allegations

In some cases, hiring a private investigator may be triggered by some serious allegations against an employee either by their colleagues, supervisor or even an outsider. These allegations can be made formally or informally but in either case, uncovering the truth is important. The employee or employees in questions may be suspended, as per the company policy, while the investigative process is being carried out to prevent interference and in, some cases, to create a conducive environment for those who may have been wronged. Employers must handle such a situation with care and follow due process to prevent legal suits in future. 

For any investigative process, both the employer and the employees have rights that should be respected and observed. A violation of any of these rights may taint the evidence collected and result in guilty individuals getting away with their activities. In some cases, it is possible to carry out the investigation discretely and privately without alerting the employee in question as this may result in actions that render evidence hard to find. However, when this is not possible, the employee in question should be closely monitored and any further wrongdoing recorded for future use.