At Collaborative Law, we provide comprehensive workplace investigation and dispute resolution services tailored to the legal requirements and best practices in British Columbia (BC).

Our main focus is the central Vancouver Island area if in person investigation or dispute resolution is required, however we can conduct investigations and workplace dispute resolution across BC via videolink when in person evidence is not required.

Whether you are an employer managing internal complaints or an organization seeking fairness and legal compliance, our team including experienced lawyers and trained non-lawyer investigators, offers trusted, impartial and defensible processes designed to meet your needs.

In British Columbia, workplace investigations are not optional in key circumstances, they are a legal and practical necessity. Employers have obligations under multiple regulatory frameworks to investigate complaints and incidents promptly, objectively, and fairly. Failing to conduct a proper investigation can lead to regulatory action, liability exposure, and reputational harm.

Key reasons to undertake formal investigations include:

• Compliance with WorkSafeBC requirements: Employers must investigate workplace incidents involving safety hazards, violence, bullying, harassment and other psychosocial risks, as outlined under the Workers Compensation Act and associated Occupational Health and Safety (OHS) Regulation. WorkSafeBC expects employers to assess risks and investigate workplace incidents, taking corrective action where needed.

• Human Rights obligations: Under the BC Human Rights Code, employers must address discrimination and harassment allegations tied to protected characteristics (e.g., sex, race, disability). Thorough investigations help ensure workplaces remain free from discriminatory conduct and document the employer’s response should a complaint proceed to the British Columbia Human Rights Tribunal.

• Procedural fairness and defensibility: Courts and tribunals expect investigations to be procedurally fair, evidence-based and neutral. Poorly handled investigations can lead to findings of unfair treatment and damages, even when misconduct has occurred.