Employee Theft Investigation
Acting on a hunch is how employers lose wrongful dismissal claims against the same employee who stole from them. Confirm it properly first.
Why a hunch is not enough
In Ontario, dishonesty is not automatically just cause for dismissal. Employers who confront an employee, search a desk, or fire on suspicion before the facts are established routinely end up defending a wrongful dismissal claim instead of pursuing the person who actually stole from them.
The first days after a suspicion are the ones that matter most, and they are usually handled badly precisely because they happen under pressure, without a plan.
What we do
Lawful workplace investigation built to preserve evidence before anything is confronted: documentation review, surveillance where appropriate, and interview support that keeps the process procedurally fair. The goal is a record that holds up, whether that means recovery, termination with real cause, or handing a clean file to police or counsel.
Working with counsel
We coordinate directly with your employment lawyer where one is involved, and we tell you plainly what evidence actually supports cause versus what only feels convincing. An allegation of theft you cannot prove is often worse than no allegation at all.
Related reading
- How to Spot Employee Fraud Before It Costs You Warning signs owners miss, and why the first days after a suspicion matter more than anything that follows.
- Workplace Investigation services Misconduct, harassment and theft investigations built for procedural fairness and evidence that survives a claim.
- Undercover Investigations Licensed operatives placed inside a workplace or situation to see what is really happening.
End of brief
Preserve the evidence before you confront anyone.
Every case starts with a free, confidential consultation and a written scope before any work begins.