Employee sickness can place considerable pressure on a business, particularly when an absence becomes frequent or unusually timed. However, employers must approach suspected sickness abuse carefully and avoid acting on assumptions alone.
In this case study, The Employee Who Called in Sick but Was Working Elsewhere, a London employer contacted Private Investigator London with concerns about an employee’s repeated absences.
The employer suspected the employee might be working elsewhere while claiming they were too unwell to attend their usual workplace. Therefore, they wanted independent information before deciding what action, if any, should follow.
Our dedicated team in London planned discreet and proportionate surveillance to establish the facts.
The Employer’s Concerns About Repeated Sick Leave
The employee had worked for the business for some time. However, their recent pattern of sickness absence had started causing operational problems.
Several absences had occurred at difficult times, while the explanations provided by the employee raised further questions for management.
The employer did not want to make an unsupported accusation. Instead, they contacted a Private Investigator in London to discuss whether lawful surveillance could help establish the employee’s activities.
During our Free 30-Minute Consultation, we discussed the circumstances and the employer’s objectives. We also explained what surveillance could realistically establish.
Importantly, our role was not to determine whether the employee was genuinely ill. Our role was to record relevant activities and provide factual information.
Planning Employee Surveillance in London
Workplace investigations require a careful and proportionate approach. Therefore, our investigators reviewed the information provided before surveillance began.
The employer supplied relevant details that allowed our team to identify the employee correctly and understand the suspected pattern of activity.
Our surveillance objectives included:
- Confirming relevant movements during the sickness absence
- Establishing whether the employee travelled to another workplace
- Recording activities that could be observed lawfully
- Documenting relevant dates, locations and timings
- Maintaining discretion throughout the assignment
- Providing a clear and factual surveillance report
- Preserving Evidence to a Court Standard where required
We approached the investigation without assuming the employer’s suspicions were correct.
Instead, our investigator concentrated on what could be independently observed and documented.
Surveillance Begins During the Employee’s Sick Leave
On the agreed surveillance date, the employee had reported that they were unable to attend their normal employment because of sickness.
Our investigator established a discreet observation position and monitored relevant movements without approaching or interacting with the employee.
After leaving their home, the employee travelled to another location rather than remaining at the property.
Consequently, our investigator continued surveillance while maintaining an appropriate distance.
The employee eventually arrived at premises associated with another business. Their subsequent activities indicated that the location was more than a brief personal visit.
Our investigator continued recording relevant movements and timings throughout the surveillance period.
The Employee Appeared to Be Working Elsewhere
During the observation period, the employee carried out activities consistent with working at the second location.
Rather than reaching conclusions beyond what could be established, our investigator carefully documented the visible activity.
This distinction matters.
A professional investigator should report facts rather than turn suspicions into conclusions. Therefore, our surveillance report described what happened, when it happened, and where the activity occurred.
Where appropriate and lawful, supporting imagery can also help create a clearer record of an investigation.
Evidence to a Court Standard
When an employee investigation could contribute to disciplinary proceedings or legal action, accurate documentation becomes particularly important.
Our investigators can gather and preserve Evidence to a Court Standard where required. This approach includes maintaining detailed contemporaneous records and clearly distinguishing observations from assumptions.
A surveillance report may include:
- Dates and times of relevant observations
- Locations visited during surveillance
- Recorded movements
- Descriptions of observed activities
- Relevant supporting imagery where appropriate
- A chronological account of the investigation
However, employers should obtain appropriate employment law advice before relying on surveillance evidence when making disciplinary decisions.
Ultimately, a court or tribunal determines what evidence it will accept and how much weight that evidence receives.
What the Investigation Established
The surveillance provided independent information showing that the employee attended another workplace during the period covered by the investigation.
Furthermore, our investigator documented activities that appeared consistent with work being undertaken at that location.
We did not advise the employer that this automatically proved dishonesty or misconduct. Instead, we provided a factual report containing the observations made during surveillance.
The employer could then review those findings alongside their internal policies, employment records and appropriate professional advice.
As a result, management had considerably more information available than they had before the investigation.
Why Employers Should Avoid Making Assumptions
Suspected sickness abuse can be frustrating, especially when other employees must cover additional work. Nevertheless, suspicion does not automatically establish misconduct.
There can also be legitimate reasons why an employee undertakes certain activities while absent through illness.
For example, being medically unable to perform one role does not necessarily mean someone cannot perform another type of activity.
Therefore, employers should consider the complete circumstances rather than treating one observation as automatic proof of wrongdoing.
Professional surveillance can provide information. However, the employer remains responsible for deciding how that information should be handled within an appropriate employment process.
The Employee Who Called in Sick but Was Working Elsewhere: The Outcome
The Employee Who Called in Sick but Was Working Elsewhere shows how discreet surveillance can help businesses investigate suspected employee misconduct without relying solely on assumptions.
In this case, surveillance established that the employee attended another workplace during their reported sickness absence.
Furthermore, our investigator documented relevant activities during that period and prepared a detailed report for the client.
The employer could then consider the findings alongside its existing information before determining the appropriate next steps.
Every employee investigation is different. Therefore, Private Investigator London plans surveillance around the specific circumstances rather than applying the same approach to every case.
Confidential Employee Investigations in London
Employee investigations require discretion because unnecessary exposure can compromise surveillance and create additional difficulties for the employer.
Our Private Investigator in London team handles enquiries confidentially and limits investigative activity to what is necessary and proportionate.
We can assist businesses facing concerns involving:
- Suspected fraudulent sickness absence
- Employees potentially working elsewhere
- Breaches of employment restrictions
- Undisclosed secondary employment
- Suspected misconduct
- Workplace theft or fraud concerns
- Other employee activity requiring independent investigation
Where surveillance is appropriate, our investigators focus on gathering factual information rather than confirming a predetermined conclusion.
Private Investigator London and the IPI
Private Investigator London is part of the IPI, the Institute of Professional Investigators.
Professional standards are particularly important when an investigation involves employees, businesses and potentially sensitive personal information.
Therefore, our dedicated team in London, UK, approaches each assignment with confidentiality, discretion and careful planning.
We also explain the practical limitations of surveillance before work begins. This allows clients to make informed decisions about the investigation.
Why Choose Private Investigator London?
Businesses often contact us because they need independent information before deciding how to proceed with a sensitive workplace matter.
Our approach includes:
- A dedicated team in London, UK
- Discreet and proportionate surveillance
- Professional investigation planning
- Clear and factual reporting
- Confidential handling of sensitive information
- Evidence to a Court Standard where required
- A Free 30-Minute Consultation
Most importantly, we concentrate on establishing relevant facts without exaggerating what the available evidence demonstrates.
Speak to a Private Investigator in London
If you suspect an employee is abusing sick leave or secretly working elsewhere, independent surveillance may help establish what is happening.
Contact Private Investigator London for a confidential discussion about your concerns and the investigative options available.
Free 30-Minute Consultation
Our dedicated London team offers a Free 30-Minute Consultation to discuss your situation before you decide how to proceed.
Call 0203 292 1182 to speak with Private Investigator London.
Location: London, UK
Telephone: 0203 292 1182
Consultation: Free 30-Minute Consultation
