Workplace misconduct is disruptive and costly. We fix it with unbiased investigations, faster resolutions, and stronger compliance.
Employees can report misconduct anytime through mobile, web, or call center.
Investigators deliver efficient and unbiased resolution recommendations.
Objective outcomes are achieved 80% faster than the national average.
Leaders gain real-time updates and detailed workplace insights for stronger compliance.
Our Vision
Most organizations track misconduct. That is not resolution, it is risk. Internal teams spend valuable time caught in drama, bias, and exposure.
Work Shield delivers a comprehensive solution with unbiased investigations, faster resolutions, and reliable compliance. Leaders can focus on the business instead of the fallout.
Workplace Misconduct Solution
Internal teams shouldn’t get stuck in the drama of handling harassment and discrimination. With Work Shield, HR is relieved of the investigation burden, leaders gain clarity instead of confusion, and organizations move from managing problems to resolving them.
Reporting tools without resolution leave leaders exposed.
Leaders today need clarity, speed, and trust in every outcome.
Work Shield sets a new standard with a smarter, defensible approach that protects organizations and empowers people.
Misconduct Solution With Positive ROI
Work Shield reduces incidents, lowers legal exposure, and cuts settlement costs. The result is measurable ROI and fewer distractions for leadership teams.
What People Say About Us
Most misconduct management platforms give you software to document a complaint. Work Shield is the only service on this list that also runs the investigation and sees it through to a documented resolution recommendation. Here’s how it compares to AllVoices, NAVEX, and HR Acuity.
Travis Foster, Chief Legal Officer at Work Shield, breaks down the biggest misconception employers have about investigations, what makes a process defensible later, and what to put in place before the next complaint arrives.
Not every workplace complaint deserves the same response. These five questions help HR leaders sort risk before deciding who should handle an investigation, and when it is time to bring in a third party.
