Juno Insights
Juno Insights conducts independent workplace
investigations with a cadre of seasoned, bilingual
investigators who are qualified under the PSPC National
Master Standing Offer and the ESDC roster of investigators. We also have a team of experienced HR leaders who can provide workplace assessments for organizations.
Why Juno Insights Matters
Harassment or violence in the workplace can cause lasting harm to employees’ well-being and sense of safety, while also affecting productivity, morale, and retention.
Should a potential issue like this arise, addressing it through a professional and thoughtful investigation ensures concerns are managed fairly, consistently, and with care. This demonstrates to employees and leadership that issues are taken seriously, legal obligations are met, and the organization is committed to maintaining a safe and supportive workplace.
With Juno Insights, Organizations Benefit From:
Protection of employee well-being using a trauma-informed approach.
Impartial, defensible findings that enable confident, reasoned decisions.
Fair and proportionate recommendations suited to the organizational context.
Clear, professional investigation reports that meet legislative and policy requirements.
Thoughtful workplace assessments that leverage existing strengths and address challenges.
A safer, more trusting workplace, encouraging employees to speak up and stay engaged.
What We Deliver
Juno Risk provides end-to-end support for organizations managing sensitive workplace matters, from independent investigations and impartial fact-finding through to structured aftercare and monitoring. Our approach ensures issues are handled fairly,
compliantly, and with a clear path forward.
Our Approach
Juno Risk approaches workplace investigations and aftercare with a balanced and thoughtful methodology, ensuring fair outcomes while reinforcing psychologically safe environments. Our bilingual team works closely with organizations to address sensitive workplace matters in a way that supports employees, protects the business, and creates lasting value.
Independence
and Objectivity
Investigations and reviews are impartial, credible, and bilingual when needed.
Procedural
Fairness
All parties are treated respectfully, with concerns considered carefully.
Clarity and
Structure
Consistent processes provide transparency and accountability.
Strengthening Respect
and Workplace Culture
Investigations reinforce ethical standards, fair treatment, and trust across the workplace.
Practical Outcomes and Business Value
Supporting organizations beyond the investigation through guidance, aftercare, and meaningful resolution.
Why Juno Risk
Our seasoned, multidisciplinary investigators have over 30 years of experience across HR, leadership, enterprise planning, security, facilities management, legal, and finance, ensuring a breadth of perspective few others can match.
Juno's investigators combine
deep experience, specialized training, and an approach
grounded in best practices for workplace investigations and aftercare.
We are highly qualified in trauma‑informed interviewing and skilled in applying relevant legislative frameworks such as the Canada Labour Code and Canadian Human Rights Act, with experience addressing complex workplace dynamics and diverse forms of misconduct.
Our team delivers services in both English and French, ensuring clear communication and comfort for participants across Canada, and enhancing trust in the process.
We understand how trauma can affect communication and recall, and apply interview techniques designed to reduce re‑traumatization, build rapport, and encourage accurate information gathering.
Featured Projects
Frequently Asked Questions
When should an organization hire an external workplace investigator?
An external investigator is advisable when the complaint involves a senior leader, when internal HR has a conflict of interest, or when the organization needs findings that will hold up to legal or regulatory challenge. External investigations also provide greater credibility when allegations are serious, when the parties involved are unlikely to trust an internal process, or when the matter may escalate to a tribunal or labour board. Juno conducts independent investigations that are impartial, structured, and built to withstand scrutiny.
What are an employer's legal obligations when a workplace harassment complaint is made in Canada?
Under the Canada Labour Code and provincial occupational health and safety legislation, federally and provincially regulated employers have a legal duty to investigate complaints of workplace harassment and violence promptly and in good faith. The obligation exists regardless of whether a formal complaint has been filed. Failure to investigate, or conducting an investigation that is not impartial, exposes the organization to significant legal and reputational risk. Juno's investigators are qualified under the PSPC National Master Standing Offer and the ESDC roster of investigators.
What makes a workplace investigation legally defensible?
A defensible investigation is impartial, procedurally fair, and conducted by someone with the qualifications and independence to withstand challenge. Findings must be grounded in evidence, conclusions must be clearly reasoned, and the process must comply with applicable legislation. Investigations that cut corners, or that are perceived as protecting the organization rather than the parties, are routinely challenged at tribunals and in litigation. Juno delivers structured, trauma-informed investigations with findings that enable confident, reasoned decisions.
Does Juno conduct workplace investigations in French?
Yes. Juno is fully bilingual and conducts investigations in both English and French across Canada. Bilingual capacity is essential for federally regulated employers and for organizations operating in Quebec or serving francophone employees in other provinces. Conducting interviews in a participant's first language also improves information quality and reduces the risk of miscommunication in sensitive proceedings.