Yes. Confidentiality is treated as a baseline requirement on every engagement, not an optional courtesy. What is shared during an enquiry, investigation or training engagement is only used for the purpose it was shared for.
It depends on the complexity of the matter, the number of parties and witnesses involved, and availability for interviews. A clear timeframe is agreed as part of the terms of reference at the start of every investigation, and you're kept updated if anything changes.
Yes. Expert witness services are available for employment relations proceedings, disciplinary hearings and other legal matters where investigative process or findings need independent expert evidence.
Yes, training is tailored around your sector, existing policies and the types of cases your team actually deals with, whether delivered as a live workshop or a DIY training package.
Yes. While Bell Investigations is based on the Kāpiti Coast, investigation and training services, particularly training, are available to organisations across New Zealand, in person or virtually.
Get in touch through the contact page, by phone or by email with an outline of what you need. Every enquiry is treated in confidence, and next steps are agreed before anything proceeds.
Notes on workplace investigations, training and expert witness practice.
Not every workplace issue needs a formal investigation, but some warning signs mean bringing in an independent investigator early will save you a much bigger problem later.
Read more →HR teams handle complaints and misconduct allegations all the time, but handling them well takes more than good intentions. Here's what training actually changes.
Read more →Bringing in an expert witness can feel like a big step. Here's what the process actually looks like, from first contact through to giving evidence.
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