DIFFERENT BY DESIGN
One platform to report, track, and resolve workplace misconduct, with neutral investigations and a defensible process that help mitigate your risk.
Employees can report misconduct 24/7 through mobile, web, or call center
Investigators deliver efficient and unbiased resolution recommendations.
Objective outcomes are achieved 80% faster than the national average.
Real time updates and detailed workplace insights for stronger compliance.
Neutral Investigations
Most organizations track workplace misconduct, but tracking alone isn’t resolution. Work Shield brings reporting, case management, and HR investigations together in one portal, with a guided framework that keeps cases consistent and documented.
Our neutral investigators conduct workplace investigations and deliver a documented resolution recommendation. With one defensible process in place, leaders can focus on the business instead of the fallout.
Workplace Misconduct Solution
Internal teams shouldn’t get stuck handling sensitive workplace misconduct on their own. With Work Shield, HR has a clear process and neutral investigators behind it, leaders gain clarity instead of confusion, and organizations move from managing problems to resolving them.
Reporting tools without resolution leave organizations exposed. Leaders today need clarity, speed, and outcomes they can trust.
Work Shield sets a new standard with a smarter, defensible approach that protects organizations and empowers people.
The ROI of Workplace Misconduct Management
Work Shield helps mitigate legal exposure and settlement costs, giving leadership teams measurable ROI and fewer distractions.
What People Say About Us
Not every workplace complaint requires an outside investigator. Learn six situations where a neutral third party may be appropriate, from leadership conflicts and retaliation concerns to gaps in internal investigative resources.
Companies that hire people with disabilities, like Bitty & Beau’s Coffee, John’s Crazy Socks, Microsoft, and Google, share a few things in common. They build
Choosing a workplace investigation partner is a governance decision, not a purchasing one. These four questions help employers separate providers that investigate misconduct from platforms that only collect reports, and show what documentation to request before signing on.
