How has the impact developed, and how does it relate to the workplace context?
Emotional and cognitive changes, functioning, timeline, history and concurrent events. We examine consistency between assessment, records and progression.
Useful records
Health reports, sick leave and return-to-work records, job description, relevant communications and available workplace investigation records. Materials are limited to the expert question.
How we structure the instruction
We first define the question and establish what information is available. We then propose the necessary steps, timing and fees. Where direct assessment is appropriate, we arrange interviews and select methods suited to the person and the question.
The report distinguishes background, sources, findings and conclusions. Court attendance and subsequent clarifications are expressly defined in the proposal.
Explore the stagesScope and limitations
Psychological distress alone does not turn a workplace dispute into harassment. The report describes findings and possible links; legal classification belongs to the competent authority.
Before instruction
How much does an expert psychological assessment cost?
The fee depends on the question, people to assess, volume of records, travel and court testimony. We provide a proposal setting out scope, stages and fees before the instruction.
How long does a report take?
Timing is agreed after reviewing scope and the availability of records and interviews. Tell us about hearings or procedural deadlines at first contact. Urgent work is accepted only after assessing feasibility.
Can the report be explained in court?
Yes. Preparation and attendance to explain the report are agreed in the instruction. In-person or remote attendance depends on the procedure and the court’s authorisation.