Understand the loss before deciding how to respond.

Define the concern

We discuss what appears to be missing, the records available and the question an investigation needs to answer. Depending on the agreed scope, relevant records and appropriate observation may help clarify the position.

Keep findings separate from decisions

An investigation should not begin with a predetermined conclusion. The findings may support a concern, identify another explanation or leave questions unresolved.

Establishing the loss

An employee theft investigation usually starts by establishing the loss: what has actually gone, and over what period. That normally means working through records you already hold, such as stock, till, delivery and transaction records.

Records work comes first. Observation is considered only where the records justify it and it fits the agreed scope.

Does a report replace an employment process?

No. Any disciplinary or employment decision needs its own appropriate process. Discuss those requirements with your HR or legal adviser rather than treating an investigation report as a guaranteed basis for dismissal.

Can you promise that nobody will find out?

No. Discretion is important, but the risks and constraints of any proposed work need to be discussed realistically.

Should we involve the police?

That is a decision for your business, and it may be easier to make once the facts are clearer. Discuss the options with your HR or legal adviser. Where there is an urgent safety concern or an obligation to report the matter, do not wait for a private investigation.

How long does an employee theft investigation take?

It depends on what is going missing, how often it happens and which records are available. If observation is needed, it has to run long enough to be representative rather than a single snapshot. We confirm proposed timing once the requirement is understood, before any work begins.