A core principle of workplace investigations is fairness. Yet in practice, leaders and investigators often face difficult decisions – especially when it comes to anonymity.
Anonymity can be essential in some cases, such as when witnesses fear retaliation or experience trauma from recounting events like sexual harassment. However, it can also hinder an accused person’s ability to understand and respond to allegations, potentially leading to an unfair outcome. Striking the right balance is not just a legal issue – it’s a leadership challenge.
Speakers:
-
Rachida el Johari, Sagiure Legal, Amsterdam
-
Mathilde Houet Weil, Weil & Associés, Paris
-
Colleen Cleary, CC Solicitors, Dublin
-
Andrew Pavlovic, CM Murray LLP, London
-
Emma Bartlett, CM Murray LLP, London (Chair)
Join us on Friday 26 September for this webinar, designed for senior executives, founders, and organisational leaders, where we’ll explore how to navigate these tensions while maintaining trust, compliance, and integrity. Drawing on insights from multiple jurisdictions, we will consider:
-
When anonymity might be appropriately applied in an investigation
-
How anonymous complaints might create challenges for an investigator, including in respect of evidencing findings
-
How might a regulator respond to anonymous witness evidence
-
The rights of an accused person and how they might object to anonymous accusations
-
How to manage accusations of unfairness
-
Broader implications for organisational culture, legal risk and leadership accountability
This webinar will provide practical guidance for leaders who want to ensure their organisations handle investigations with fairness, transparency and care.
Date: Friday 26 September 2025
Time: 9am – 10am BST
Register your place here.
