153 complaints managed. Zero EEOC charges. 81 HR workdays restored.
One national technology company. One engagement year. An estimated $2.9M in avoided exposure. empathiHR managed 153 workplace complaints across a multi-state workforce. Fifteen investigations led to disciplinary action by the client, and 81 workdays were returned to its HR team.
Below are the documented results, along with the methodology and limitations behind that estimate.
National Technology Company
Client identity withheld by agreement. Results reflect a documented 2023 engagement.
How the $2.9M is calculated: 153 complaints were filed with or routed to empathiHR during the engagement year. Fifteen were assessed as charge-risk matters, issues that, mishandled, would likely have produced EEOC charges. We modeled avoided exposure using the federal compensatory and punitive damage caps for an employer of the client's size, average defense and settlement costs from insurer claims data (Hiscox), and the HR hours returned to the client's team. The figure is a client-specific illustrative scenario: an estimate of avoided exposure, not audited savings.
The company faced a high volume of workplace misconduct complaints across multiple channels (telephone hotline, email, quarterly check-ins, and internal HR escalations) covering harassment, hostile-work-environment claims, bullying, and age, race, and sex discrimination. The internal HR team did not have the bandwidth or the neutral-investigator standing to handle the inflow without compromising defensibility.
empathiHR fielded the entire complaint pipeline as the neutral, video-documented investigator of record. Every complaint was logged from intake, classified by severity, investigated through a consistent, documented protocol informed by federal employment-law standards, and closed with the documentation a future plaintiff's attorney would subpoena. Egregious findings were referred back to the client with actionable disciplinary recommendations.
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