Employee sickness can create serious problems when an employer suspects the absence is not genuine. However, suspicion alone rarely gives a business enough confidence to take formal action.
Corporate Investigations recently handled a case involving an employee who repeatedly called in sick. While claiming to be unfit for work, the employee was suspected of working for another business.
Our client needed facts rather than assumptions. Therefore, our investigators gathered lawful, independent Evidence to a Court Standard.
The Employee Who Called in Sick but Was Working Elsewhere
Our client was a UK business experiencing repeated sickness absences from one employee. The absences had started to affect staffing, productivity and other members of the team.
Initially, management followed its normal sickness procedures. However, concerns increased when information suggested the employee might be working elsewhere during periods of claimed illness.
The employer understood the importance of handling the matter correctly. Consequently, they contacted Corporate Investigations for professional assistance.
Our role was not to assume misconduct had occurred. Instead, we needed to establish the facts through proportionate and lawful investigation.
The Challenge: Suspected Employee Sickness Fraud
Suspected employee sickness fraud can be difficult for an employer to investigate internally.
Managers may know the employee personally, while colleagues could provide information based on rumours rather than direct evidence. Furthermore, an internal investigation may alert the employee before reliable evidence can be obtained.
Our client wanted to establish whether the employee was genuinely absent through illness or working elsewhere.
Therefore, we developed an investigation based on the information available and the client’s legitimate concerns.
Our Employee Investigation Strategy
Corporate Investigations has a Dedicated Team in the UK, with extensive experience in corporate and employee investigations.
We reviewed the circumstances before recommending a proportionate course of action. Our investigators then carried out discreet surveillance during relevant periods of claimed sickness absence.
Surveillance can help establish an individual’s movements and activities without direct confrontation. However, it must be planned and conducted carefully.
Our professional investigators remained objective throughout the assignment. They recorded relevant activity and maintained detailed contemporaneous records.
We also preserved supporting material carefully, allowing the client to understand when, where and how the observations took place.
Evidence Revealed the Employee Was Working Elsewhere
During the investigation, our team obtained evidence showing the employee attending another place of work.
Further observations provided additional context and helped establish a pattern of activity. The evidence was recorded clearly, rather than relying on assumptions about what the employee might have been doing.
This distinction was important.
A professional investigator should report what can be evidenced. We do not exaggerate findings or turn suspicions into conclusions without supporting facts.
As a result, our client received a clear report supported by the evidence gathered during the investigation.
Evidence to a Court Standard
Corporate Investigations works to gather Evidence to a Court Standard wherever the circumstances allow.
That approach means maintaining accurate records, reporting observations objectively and preserving relevant supporting material. It also means ensuring our investigation remains lawful and proportionate.
In this case, our findings gave the employer reliable information that could support its internal decision-making process.
Importantly, we did not make the employment decision for the client. Instead, we provided factual evidence that allowed the business and its professional advisers to decide the appropriate next steps.
Why Independent Evidence Matters
Employee misconduct allegations can have serious consequences for everyone involved. Therefore, employers should avoid making decisions based solely on workplace gossip or unsupported accusations.
Independent investigation can provide a clearer picture.
For example, professional surveillance may establish whether an employee visits another workplace during a claimed sickness absence. It may also document timings, movements and other relevant activity.
Consequently, the employer can make decisions using evidence rather than speculation.
This approach can also help protect the integrity of an internal disciplinary process.
The Outcome for Our Client
The investigation gave our client the clarity they needed.
Instead of relying on rumours, the employer had professionally gathered evidence concerning the employee’s activities during periods of sickness absence.
The client could then consider that evidence alongside its sickness policies, employment procedures and appropriate professional advice.
For Corporate Investigations, the objective was simple: establish the facts discreetly, professionally and lawfully.
We achieved that objective while keeping the investigation focused on the client’s specific concerns.
Professional Employee Investigations Across the UK
Corporate Investigations provides discreet employee and corporate investigation services throughout the UK.
With over 15 years of professional investigative experience, we understand that workplace investigations require careful judgement. Employers need answers, but they also need investigations conducted with discretion and professionalism.
Our Dedicated Team in the UK can assist with matters involving suspected sickness fraud, employee misconduct, unauthorised secondary employment and other workplace concerns.
We are also part of the IPI, reflecting our commitment to professional investigation standards.
Every case is different. Therefore, we assess the circumstances before recommending an appropriate investigative strategy.
Do You Suspect an Employee Is Abusing Sick Leave?
If you believe an employee may be working elsewhere while claiming sickness absence, obtaining reliable evidence can help establish the facts.
Corporate Investigations can discuss your concerns confidentially and explain the investigative options available.
Free 30-Minute Consultation
Speak with Corporate Investigations for a Free 30-Minute Consultation about your employee investigation.
Our Dedicated Team in the UK can assess your situation and discuss a discreet, proportionate approach.
Call Corporate Investigations today on 0800 334 5440.
All enquiries are handled professionally and confidentially.
