Executive Investigations: Guide to Investigating Senior Leaders

This comprehensive guide synthesizes insights from HR Acuity’s Executive Investigations Webinar, held on June 4, 2025, where over 500 employee relations professionals joined expert Chiedza Nziramasanga, Owner and Chief Consultant, Transformative Workplace Investigations, to explore evidence-based approaches for investigating senior leadership.

From navigating power dynamics to managing subtle retaliation risks, these insights are crucial for handling C-suite misconduct investigations, CEO investigation protocols, board member investigation procedures and other senior leadership workplace investigations.

AT A GLANCE

Webinar Date: June 4, 2025
Expert Speaker: Chiedza Nziramasanga
Attendees: 500+ Employee relations and HR professionals
Key Finding: Perceived bias damages investigations as much as actual bias
Top Challenge: Ensuring fair investigations despite power dynamics in the workplace

Watch the webinar recording:

The Stakes—and Why They’re Higher When Investigating Senior Leaders

Senior leaders set the tone for organizational culture. When they’re accused of misconduct, the implications ripple outward—impacting morale, trust, brand reputation and legal risk.

While executive-level cases represent only about 3% of investigations, they account for an estimated 47% of legal costs due to their complexity, higher stakes and potential litigation fallout.

New Benchmark Insight: According to HR Acuity’s 2025 Benchmark Study, cases involving allegations like discrimination, harassment, and retaliation have reached a record 14.7 issues per 1,000 employees—the highest in Benchmark history.

Investigations into senior leaders often take 2-7 days longer than those involving other employees because of heightened complexity and the need for airtight process integrity.

10 Critical Takeaways from the Webinar: Investigating Senior Leaders

Context: During the webinar, participants explored a fictional case study featuring ER leader Derek and colleague Maya navigating an executive investigation scenario, highlighting common dilemmas and best practices.

1. The True Cost of Mishandling Executive Investigations

Mistakes at the executive level can cost millions. HR Acuity data shows that organizations with rigorous investigation processes reduce litigation and settlement costs by over 20%.

Past performance doesn’t always dictate present behavior,” Chiedza cautioned—a reminder that even high-profile leaders can violate standards.

2. Retaliation Isn’t Always Malicious

One of the webinar’s strongest “a-ha moments” reframed how retaliation is understood:

Retaliation, I think it’s really important for folks to know, doesn’t require malicious intent,” said Chiedza. “Even well-meaning managers can take actions that look retaliatory if they’re not careful.

Even subtle shifts—excluding someone from meetings or changing reporting structures—can be perceived as punishment. Derek added:

Changes like these can be stressful, and even if they weren’t intended as retaliation, they can still feel that way. Perception is important.

3. Perceived Bias Can Undermine Investigations

Perceived bias can be as damaging as actual bias. Chiedza emphasized:

Both real and perceived bias damage trust and influence employee confidence.

When investigating executives, connections like prior working relationships or reporting lines can raise concerns. In such cases, many organizations turn to external investigators to maintain neutrality and credibility.

4. Neutrality is Non-Negotiable

The pressure to protect high-level figures can distort objectivity. Chiedza stressed:

Fairness is a non-negotiable. Our credibility really does hinge on maintaining consistency in our process.

Investigators must stay grounded in investigating executives HR best practices, resisting attempts to minimize or bypass proper steps.

5. Process Over Speed

Many leaders push to “wrap it up quickly.” But:

Handling it quietly doesn’t mean skipping essential steps. The complainant deserves a thorough process.

According to the HR Acuity Benchmark Study, organizations using a required investigation process take longer—on average 2-7 extra days—but produce outcomes that stand up better under legal scrutiny.

6. Interim Measures are Protective, Not Punitive

During investigations, interim measures may be necessary to prevent ongoing harm, tampering with evidence or retaliation. Chiedza explained:

We can’t always wait until the end of the investigation to act. We really want to emphasize that [interim measures] are to protect the people and the process, and that they are temporary during the investigation.

Examples include no-contact directives, temporary reassignments or administrative leave.

7. Control the Narrative Without Over-Disclosing

Executives are high-profile. Silence fuels rumors, yet oversharing risks privacy and legal exposure. Chiedza recommended:

We owe people process updates, not details.

Simple statements like “We’re currently in the interview phase” balance transparency with confidentiality.

8. Documentation is Your Best Defense

One thing’s indisputable: Document everything. Especially in C-suite misconduct investigations or board-level inquiries, records must detail:

Steps taken
Rationale for deviations from standard protocols
All interview notes and evidence handling

9. Culture Repair is Part of the Process

Even properly handled executive investigations can leave lasting scars on workplace trust.

Post-investigation actions might include leadership accountability statements, targeted training or town halls reinforcing cultural values.

10. Past Performance Isn’t a Shield

It’s tempting to dismiss allegations against a high-performing executive. Chiedza warned:

Past performance doesn’t always dictate present behavior.

Each investigation deserves objective scrutiny, regardless of title or track record—a principle at the heart of CEO investigation protocols and board-level inquiries.

Quick Reference: Executive Investigations Stats

From HR Acuity’s 2025 Ninth Annual Benchmark Study:

14.7 issues per 1,000 employees involve discrimination, harassment, or retaliation—a historic high
Executive-level cases represent only 3% of investigations but account for an estimated 47% of legal costs
Investigations involving required processes take 2-7 days longer, but are more defensible
Only 51% of organizations track overall substantiation rates for misconduct cases
Nearly 20% of organizations report achieving early settlements, reducing litigation costs by over 20%
Retaliation claims remain the most frequently filed issue with external agencies like the EEOC

The Top 3 Challenges in Executive Investigations

From the webinar poll, the biggest challenges in executive investigations were:

Ensuring fairness despite power dynamics
Managing subtle forms of retaliation
Maintaining confidentiality under leadership pressure

What are some Common Executive Investigation Mistakes?

❌ Allowing executives to review questions in advance
❌ Conducting interviews in executive offices
❌ Sharing investigation updates with uninvolved leadership
❌ Rushing timelines for business needs
❌ Treating interim measures as punishment

Frequently Asked Questions from the Webinar: Executive Investigations: Expert Guide to Investigating Senior Leaders

What qualifies as an executive investigation vs. a standard employee investigation?

An executive investigation involves individuals like C-suite leaders, board members or senior leaders whose decisions significantly impact the organization. These cases demand CEO investigation protocols and higher scrutiny to mitigate reputational and legal risks.

How long should executive investigations take?

While timelines vary, investigations with a required, structured process take 2-7 days longer on average than standard employee cases due to added complexity and higher stakes.

Can you investigate a CEO while they’re still working?

Yes. In fact, interim measures such as temporary reassignments, no-contact directives or administrative leave often allow the process to proceed while minimizing disruption and protecting evidence integrity.

What happens when board members are investigated?

Board-level investigations often require external investigators to ensure neutrality and avoid conflicts of interest. HR Acuity’s tools help maintain consistency and defensibility in documentation when the stakes involve board oversight and public scrutiny.

What are covert signs of retaliation in executive investigations?

Examples include:

Sudden exclusion from key projects
Loss of visibility with leadership
Excessive scrutiny of work
Career progression delays

Chiedza reminded attendees:

Retaliation doesn’t require malicious intent.

How do I respond when pressured to “wrap it up quickly?”

Stand firm. As Chiedza said:

When concerns are raised, we take them seriously. We investigate them. And that’s rooted in your policy and your practices.

Explain that cutting corners exposes the organization to greater risk and can undermine trust.

What happens if I have a conflict of interest?

Disclose it immediately. Depending on the severity, recusal, a co-investigator or bringing in an external partner may be necessary to preserve the integrity of senior leadership workplace investigations.

Can an employee bring legal counsel to an internal interview?

Yes. Particularly in high-stakes cases involving executives, allowing representation may be advisable. Always consult legal counsel and align with internal policies.

How do I balance confidentiality when senior leaders demand details?

Provide only process updates—never substantive details. Chiedza stressed:

We owe people process updates, not details.

What should I do if an executive tries to influence witnesses?

Document everything. Such interference may breach policy—or the law. Consider interim measures to safeguard witness integrity and maintain investigation neutrality.

DID YOU KNOW?

Executive investigations take 2-7 days longer but reduce litigation risk by 20%.
73% of ER professionals feel pressure to expedite executive cases.
Only 51% of organizations track substantiation rates, leaving critical blind spots.

Cite This Guide

Source: HR Acuity Executive Investigations Webinar Recap
Expert: Chiedza Nziramasanga, Owner and Chief Consultant, Transformative Workplace Investigations
Published: July 2025

Executive Investigations: Expert Guide to Investigating Senior Leaders [2025 HR Best Practices]

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