A polygraph examination eliminates suspicion so you can act on facts. Dan Herman is an AIIP-trained, SAPPA-registered examiner who personally conducts every test, in private, with written consent, and reports the outcome in writing.
Not sure a polygraph is the right tool for your situation? The first conversation is free and there is no pressure to proceed.
Things are not adding up. It goes quiet when you walk into a room. Staff don't look you in the eye and deflect attention. The positive vibe has gone, and nobody is talking.
Left unchecked, the situation grows and your trust fades. A polygraph examination is a fast, fair way to find out what is really happening, clear the people who are not involved, and act on facts instead of suspicion.
Dan's own background is in warehousing, distribution, supply chain and manufacturing, but he conducts examinations in every industry.
Most people's idea of a lie detector comes from television. The real thing is quieter, slower and far more careful.
A polygraph records three things your body does without you deciding to: how you breathe, how much your skin conducts a tiny current (sweat response), and your blood pressure and pulse. Sensors go on your chest, your fingers and your upper arm. Nothing hurts.
The examiner then asks a short set of carefully worded yes-or-no questions (normally no more than four relevant questions), several times over. Everything is agreed with you beforehand. There are no surprises and no trick questions. The recordings are scored with a standardised method and the result is one of three outcomes: no significant response (truthful), significant response (deceptive) or inconclusive.
The whole process takes about an hour and a half, sometimes a little longer, and most of it is talking. For a truthful person it is usually a relief, because it is the fastest way to put a suspicion to rest.
For validated techniques in the American Polygraph Association's meta-analysis of 38 studies. Single-issue tests score highest.
Pre-test interview, the test itself and a short post-test discussion. Most of it is conversation.
An honest number. If a result is inconclusive you are told so plainly, and a re-test is usually possible.
Each examination tests one issue with up to four relevant yes/no questions, all agreed with you and read to the examinee beforehand.
Every examination is built around your specific question. These are the situations we are asked about most.
For employers, security companies, body corporates and families
Something has happened: stock is missing, cash is short, a document leaked, or an allegation has been made. A specific-incident examination discovers whether someone was involved in, or has knowledge of, that one event. It shortlists possibilities, confirms statements, and clears the people who are not connected.
For roles with access to cash, stock, keys, data or vulnerable people
Interviews, CVs, references and criminal-record checks capture only part of a candidate's background. A pre-employment polygraph adds an extra layer of insight into past dismissals, undisclosed matters and conflicts of interest, so you hire with a complete and confident picture.
For businesses that want honesty built into the culture
For staff in responsible, high-risk or high-trust positions. People do what is inspected, not only what is expected: a known, fair, periodic screening programme keeps everyone honest and steadily reduces the company's risk. We help you write the policy and run the cycle.
For individuals, couples and families
Doubt, dishonesty and mistrust are emotionally draining. Many couples choose a polygraph as a step towards resolving misunderstandings and rebuilding trust. Handled privately, without judgement, at a neutral venue.
Based in Durban, covering the surrounding areas and all of KwaZulu-Natal. Examinations are usually done on your premises in a quiet office, or at a neutral venue for private matters. Reports are written to support disciplinary hearings, CCMA matters and court proceedings alongside other evidence.
You do not need to know anything about polygraphs to get started. Tell us what happened; we handle the rest.
Call, WhatsApp or use the form below. We will arrange a free 15-minute conversation to understand your situation and tell you honestly whether a polygraph will help. Sometimes it will not, and we will say so.
Dan discusses the issue with the decision-maker, drafts up to four relevant yes/no questions with you in plain language, confirms the right test format, and sends a written quote. Nothing goes ahead until you have approved both.
Each examinee receives a written "Invitation to a Polygraph Examination" at least 48 hours before, stating the date, time and their rights, with no threats or pressure. They bring their ID. You provide a quiet, private office. The employer checklist below covers everything.
About an hour and a half per person. Dan checks the examinee's ID against the copy you provide (so the right person is tested), explains the process, reviews every question, runs the test, and holds a short post-test discussion. Examinees are treated fairly, courteously and impartially throughout.
Charts are scored using a standardised, validated method. In most cases the commissioning client receives a verbal result the same day.
A signed report within 48 hours covering the issue tested, the questions asked, the technique used, the finding, and any admissions made. We remain available to explain it, and to testify if ever required.
The examiner explains the instrument, confirms consent, takes a short medical and background history, and goes through every question that will be asked. The examinee can suggest changes to wording.
Sensors are fitted. The agreed questions (up to four relevant ones) are asked several times with pauses between. The examinee sits still and answers only yes or no.
Sensors come off. The examiner may discuss any responses of note and give the examinee the chance to explain. The examinee leaves knowing the process is complete.
A good result depends on a good set-up. This is exactly what Dan asks of every client before he arrives.
A very quiet office with no disturbances, preferably no windows to look in or out of, a desk and two chairs, working wall plugs and good lighting. Well ventilated, with no visual distractions or noise.
Each examinee gets a written "Invitation to a Polygraph Examination" at least 48 hours ahead, giving the date and time, asking them to bring their ID, and setting out their rights. No threats or aggression.
They may refuse (unless agreed in their contract) and may not be victimised for refusing. They may have an interpreter if they do not understand English. They may have a lawyer present, at their own cost, if the company agrees.
ID book or card only. No cell phones or watches in the room. Examinees must co-operate and follow the examiner's instructions so that a clear outcome can be reached.
Date and time; each examinee's full name, company number and position; a copy of each ID; whether a lawyer or interpreter will attend; and for incidents: what happened, where, when, who was involved and why.
If polygraph consent is not yet in your employment contracts, we supply wording to insert going forward, with the employee's agreement.
Five situations we see regularly, and how a properly run examination resolved each one.
Stock counts had drifted for eight months and morale was collapsing because everyone felt suspected. The owner wanted certainty before dismissing anyone.
Sixteen staff showed no significant response and were cleared in writing. Two showed significant responses; one made a full admission in the post-test discussion and named a receiver. The owner recovered part of the stock through the police and, just as importantly, could tell sixteen people they were trusted.
A ring went missing. Suspicion fell on a housekeeper of eleven years, who was distraught and asked to be tested so she could prove her innocence.
No significant response. The report allowed the family to apologise and keep a trusted employee. The ring was found two weeks later in a coat pocket. Polygraphs clear innocent people far more often than television suggests.
The estate required screened staff. Reference checks were clean but thin.
Ten applicants were cleared. Two showed significant responses on undisclosed dismissals for theft, which they then confirmed in interview. The company won the contract and now screens every new guard as policy.
The claimant's vehicle was taken at gunpoint with no witnesses. The insurer was hesitant. The claimant offered to be tested.
No significant response. The report was accepted by the assessor and the claim was settled within two weeks. The claimant paid for the test and had it refunded under the policy.
A confidential bid reached a competitor. The attorney needed evidence that would stand up alongside the email forensics.
One manager showed significant responses and the finding corroborated the IT logs. The disciplinary hearing relied on the combined evidence, as South African practice requires, and the dismissal was upheld.
About these case studies. They are composites of typical South African engagements, written to show how examinations run. Names, figures and identifying details have been changed, and no client is identifiable. Every real client's matter stays confidential.
Dan Herman is based in Durban and covers the surrounding areas and all of KwaZulu-Natal.
Most of Dan's working life has been in warehousing and distribution, supply chain and manufacturing, so he understands how losses actually happen on a floor, in a yard or on a route. He was trained and accredited through the American International Institute of Polygraph (AIIP), a divisional member of the American Polygraph Association, and is a member of the South African Professional Polygraph Association (SAPPA). He works with integrity and discretion, to the prescribed standard of practice, in order to find the truth. The truth comes out eventually; the sooner it does, the less it costs.
Accreditation and membership badges held by Dan Herman.
Polygraph testing is legal and widely used in South African workplaces. A few rules protect everyone involved.
The Constitution means nobody can be compelled to take a test. Consent must be written and informed, and the person must be told the test is voluntary.
Examinees may be tested in a language they fully understand. We arrange interpreters and build the extra time into the booking.
A polygraph does not directly identify lies; it records physiological responses that indicate deception. Outcomes are generally not accepted as sole evidence and must accompany other supporting evidence at hearings, the CCMA and in court.
Employers use polygraphs to investigate specific incidents where there is a genuine reason to suspect loss or misconduct, or as part of a known, consistently applied screening policy.
An employee may refuse. Where consent is written into a contract or policy, an unreasonable refusal may be taken into account as circumstantial evidence, but refusal is never itself proof of guilt.
Charts, recordings and reports are personal information under POPIA. They are stored securely, used only for the purpose agreed, and released only to the commissioning client or the examinee.
This is general information, not legal advice. For disciplinary matters we recommend involving your labour consultant or attorney early; we are happy to work alongside them.
You will never be surprised by the invoice. The fee is agreed in writing at step two, and it includes everything below.
One person, one issue. Ideal for private matters and claimant-requested tests.
Several people tested on the same incident. Rates reduce with numbers, and we come to your premises.
Pre-employment and periodic screening for businesses that want it as policy.
What affects the fee: the number of people, travel distance, interpreter requirements, and whether expert testimony is needed later. Payment is required before results are released.
No obligation, and no cost for the first conversation. If a polygraph is not the right tool for your situation, we will say so and point you somewhere better.