Corporate Fraud, Employee Misconduct & Insider Risk

What to do when a concern first arises

1. Limit discussion to the people who need to know.
2. Protect relevant records, CCTV, access logs, emails and documents from deletion or alteration.
3. Write down the suspected behaviour, dates, possible loss and any innocent explanations.
4. Speak with the appropriate legal, HR or compliance adviser before confronting or monitoring an employee.
5. Agree a focused first stage rather than investigating everyone at once.

Fraud and hidden business connections

We can examine people, companies, addresses, suppliers and public records to look for connections that were not disclosed. This may help with suspected false invoices, supplier fraud, conflicts of interest, diversion of goods or a business being used to hide activity.

A connection is not automatically proof of fraud. The report explains what the link is and what further records, interviews or professional accountancy work may be needed.

Employee misconduct and internal theft

Internal concerns may involve stolen goods, cash, time, expenses, customer information, company property or unauthorised outside work. We look at the dates, access, shifts and incident pattern to identify the strongest questions. This helps avoid placing an entire workforce under suspicion.

Possible methods include company research, reviewing records supplied by the client, witness enquiries, planned interviews or surveillance during a defined period. The method depends on the concern; surveillance is not automatically required.

Information leaks and insider risk

When confidential material appears outside the organisation, the most obvious person is not always responsible. We can help map who had access, when the information was shared, which outside organisations were connected and what other routes may explain the leak.

Checking company devices, recovering emails or examining computer systems requires proper authority and a qualified digital specialist. LPI can coordinate that part of the case but will not access a device or account without permission.

Monitoring employees

Secret monitoring of staff should only be considered in exceptional circumstances, such as a well-founded concern about serious wrongdoing where warning the person would damage the investigation. It is not a normal way to manage poor performance or minor workplace issues.

Before any covert monitoring, the business should involve its legal, HR and data-protection advisers, record why it is necessary, limit who and what is monitored, and set a clear end date. LPI will not deploy covert monitoring simply because it is easier than using the company’s normal procedures.

Interviews and contact

Speaking to witnesses or the person accused can be useful, but timing matters. Contacting someone too early may lead to evidence being deleted or stories being coordinated. We agree who should be approached, what can be disclosed and how the conversation will be recorded.

Your fraud or misconduct findings

The report sets out the allegation, work completed, facts found, witness information, relevant company links and anything that remains unproven. For larger cases, it can show which points are supported, contradicted or still require further evidence. Management and its advisers then decide what action to take.

Pricing

Corporate fraud investigations start from £1,250 + VAT for the first stage. Employee misconduct investigations start from £750 + VAT. Internal theft and stock-loss investigations start from £1,000 + VAT. Wider information-leak and insider-risk cases are priced after an initial discussion.