When someone faces harassment at work, it can feel overwhelming and confusing. You’re not just trying to do your job. You’re also dealing with fear, frustration, and sometimes, a lack of trust in the very people who are supposed to help. In California, there’s a process for handling harassment claims that gives workers a voice. One of the most helpful parts of that process is the use of third-party investigators.
Why Outside Help Can Make a Big Difference
Let’s start with the basics. In California, employers must look into harassment claims. That’s the law. But sometimes, having someone inside the company handle that investigation doesn’t feel right. Maybe the person being accused has power. Maybe the people doing the investigation work too closely with them. This is where third-party investigators step in. They’re not part of the company. They don’t have any personal stake in what happens. That means they can look at the facts and follow the evidence wherever it leads.
What Third-Party Investigators Actually Do
A third-party investigator is hired to gather the truth. They talk to the person who made the complaint. They speak with anyone who may have seen or heard what happened. They collect emails, messages, and any other proof. Their job is to stay fair and focused. They don’t take sides. They ask questions, check details, and write a full report that outlines what they found. That report helps the company decide what happens next.
Why Their Work Matters
When someone is harassed at work, trust can be hard to rebuild. An outside investigator helps make the process feel more honest. It shows the company is serious. It tells the person who made the complaint that they are being heard. And for the person who’s been accused, it gives them a fair chance to respond.
Third-party investigators help keep everything clear and clean. They know the law. They know what questions to ask. And they’re trained to spot when people are telling the truth—or not. That means their findings carry weight. Courts and lawyers take them seriously. Their work can protect not just one person, but the whole company.
When California Law Requires an Outside Investigator
California employers are not always required to bring in a third party. But there are times when they should. If someone in upper management is the subject of the complaint, the company risks a clear conflict if they try to handle it in-house. If the issue has become public or legal action has already started, an outside investigator is almost always the best step. The state’s Fair Employment and Housing Act (FEHA) encourages fair, complete investigations. That’s much easier to guarantee when the person asking the questions isn’t part of the company.
What Happens After the Investigation Ends
Once the investigation is finished, the investigator writes a report. It lays out what was said, what evidence was found, and what the conclusions are. That report doesn’t say what punishment should happen. That’s up to the company. But the report helps guide those decisions. It helps show if the complaint is true and if changes need to be made.
Some workers worry nothing will happen, even after an investigation. That’s why it helps to have a law firm involved. A good lawyer makes sure the company follows through. A good lawyer protects your job while also making sure you’re treated fairly. And if the company fails to act, that lawyer can take the next step.
How an Outside Investigator Affects Legal Claims
When someone files a legal claim, the investigation can become a key part of the case. Judges and juries want to know what the company did once it heard about the harassment. If a third-party investigator was brought in, it usually shows the company was trying to do the right thing. But if the company ignored the problem—or tried to hide it—that can make things worse for them in court.
The report can also help prove your case. If it backs up what you said happened, it’s strong proof. If it shows the company had all the facts and still did nothing, that’s even stronger.
Choosing the Right Investigator Matters
Not all investigators are the same. Some are former lawyers. Some have years of HR experience. What matters most is that they are trained, careful, and honest. California has rules and best practices for these investigations, and a good investigator knows them inside and out.
Workers should know that even though the company hires the investigator, they still have rights. They can bring a support person to interviews. They can ask for their own lawyer. And they can ask to see the final report—especially if they might be taking legal action.
Sometimes people ask, “Do I have to wait for the company to hire a third-party investigator before I take legal steps?” The answer is no. You don’t have to wait. If you feel unsafe or ignored, you can reach out to a lawyer right away. In fact, the sooner you talk to a lawyer, the better. It helps to know your rights early. It also helps you understand what to say, what to document, and how to protect yourself while the process moves forward.
A third-party investigator may come into the picture later. That can be a good thing. But your lawyer can make sure the investigation is fair. Your lawyer can ask for updates, ask questions about the process, and speak up if something doesn’t feel right. You don’t have to stay quiet just because an outside investigator is involved.
If You’ve Faced Harassment, You Deserve Real Help
Being harassed at work is more than just a bad day. It’s a harm that cuts deep. And you shouldn’t have to go through it alone. If you’ve made a complaint or are thinking about it, make sure your voice is protected. If a third-party investigator is involved, that’s a good sign. But it doesn’t mean your job is done.
That’s where The Myers Law Group, APC comes in. We help people like you stand up and get the respect they deserve. We work with and around investigations to protect your rights, your job, and your future. If you’ve been harassed at work in California, call us. Let’s talk about what happened and how we can help you move forward.