Professionals
Private Investigator: Unjustified Absences from Work
Absenteeism Weighs on the Company
The vast majority of sick leaves are fully justified. But certain situations raise questions: an employee on sick leave who is actually engaged in another activity—sometimes a competing one—repeated unjustified absences, or supporting documentation that does not reflect reality. When such abuses occur, they disrupt the company and place a burden on the entire workforce that remains on the job.
When faced with serious suspicion, an employer may neither rely on rumors nor conduct surveillance on its own that could constitute an excessive invasion of the employee’s privacy. Hiring a licensed private investigator allows the employer to determine, within a strictly legal framework, the employee’s possible activities during their absence, without in any way delving into matters pertaining to their protected private life.
The goal is never to assume bad faith, but to assess a situation objectively when concrete evidence warrants it. A factual assessment then allows the company to respond in a proportionate and legally sound manner.
What Our Survey Covers
Our analysis focuses exclusively on factual and verifiable information:
Evidence of activity carried out during the period of absence;
Identification of a competing or unreported business activity;
Verification of consistency between the reported situation and the observed reality;
Cross-checking the relevant information to establish the nature of the abuse;
Dated and documented findings that can be used in court.
Each finding is time-stamped and recorded in a clear report. When the misconduct leads to a dispute, the investigation is directly linked to the preparation of a labor dispute.
How is the investigation proceeding?
It all starts with a confidential, free, and no-obligation consultation to analyze the information you have and define a clear objective. We’ll provide you with a step-by-step plan and a detailed estimate. Our investigators will then conduct the necessary investigations anywhere in France, with the utmost discretion and always within the bounds of the law. You’ll receive a detailed report, designed to be presented to the labor court or used by your legal counsel.
A finding that is enforceable in the event of a dispute
To justify a disciplinary action or termination, the employer must be able to rely on indisputable evidence. An investigative report prepared by an accredited firm—one that is factual and dated—has this probative value and may be submitted in labor court proceedings. This solid foundation protects the company from the risk of having its decision challenged and subsequently overturned due to a lack of admissible evidence.
We therefore compile the case file with particular attention to admissibility: factual evidence, timestamps, and the absence of disproportionate infringement. It is this rigor that distinguishes a legally enforceable finding from a mere presumption with no legal standing.
Comply with the legal framework and respect employee privacy
An investigation of this kind is legitimate only if it remains strictly proportionate and limited to what is necessary to establish the misconduct. Our investigators are well-versed in striking this balance: they document publicly observable activity without intruding on the employee’s protected private sphere. This adherence to the legal framework is not a constraint; it is the very condition for the report’s validity.
We also advise you on whether it is worth pursuing the matter: when the evidence is too weak, we tell you so frankly, rather than launching a disproportionate investigation.
Why Choose the Aquila Group
The Aquila Group is a private detective agency accredited by the CNAPS. Your cases are handled by our own investigators, and we operate throughout France—with particularly high demand in the Paris region—thanks to our network of twenty offices across five regions.
Discretion, impartiality, and a thorough understanding of the legal framework guide our work with employers. To discuss your situation with us, please contact our teams : the initial consultation is free and non-binding.
When to Launch an Investigation
An investigation is warranted only when there is serious and corroborating evidence: information reported by management, obvious inconsistencies, or visible activity that is incompatible with the reported absence. From our very first discussion, we help you assess the strength of this evidence and whether an investigation is truly warranted, so as to avoid taking disproportionate action based on overly tenuous suspicions.
Timing is also important. Identifying the misconduct as it occurs is crucial, because the facts must be concrete and dated to have any significance. We therefore tailor our investigations to the specific circumstances of the situation and your schedule, whether it involves a one-time absence or repeated absenteeism.
Proportionality and Legitimate Purpose
The validity of a report rests entirely on its proportionality. Our investigators strictly limit themselves to documenting publicly visible activity related to the suspected misconduct, without ever intruding on the employee’s protected private sphere or conducting surveillance beyond what is necessary. This balance is not merely a formal precaution: it is what makes the report enforceable.
We also document the purpose of the assignment so that the employer can demonstrate a legitimate reason. This thorough approach protects the company from the risk that evidence—even if substantively compelling—might be dismissed on grounds of procedure or proportionality.
By proceeding in this way, we transform a vague concern into a solid basis that can be safely used in the context of disciplinary action or termination and is likely to withstand legal challenge.
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Frequently Asked Questions
Yes, provided that the investigation is conducted by a firm accredited by the CNAPS, remains proportionate, and is limited to observing publicly visible activity, without infringing on protected privacy.
Yes. If it is factual, dated, and obtained lawfully, it may be presented to the labor court to support a disciplinary action or termination.
Whether any activity was carried out during the period of absence—particularly if it was competitive or undeclared—and the consistency between the reported situation and the observed reality.
The estimate is free and non-binding. The cost depends on the time required to complete the inspection; it will be clearly stated to you before any work begins.
Yes, throughout France, thanks to our network of offices, wherever the employee in question is located.
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