A workplace investigation is simply a fact-finding exercise to find out what did, or did not, happen.  Investigations can be part of a Disciplinary or Grievance Process and require someone with great questioning and listening skills who can be impartial and fair, and also able to keep the investigation confidential. Investigations can be stressful for all involved, but making a disciplinary or grievance decision without one could leave you at risk of legal action.  

This means it’s crucial to get it right. Here are 6 ways to ensure your investigation runs smoothly. 

1. Get in contact with your HR provider to ensure you follow a correct investigation procedure. 

1. Gather all the information you have and nominate your investigator. Remember what we said here about the skills needed to be a great investigator. 

1. Conduct interviews with all parties using well-planned questions in advance to get to the bottom of what’s happened. 

1. Evaluate all the evidence, analyse the facts and refer to any relevant company policies in your Employee Handbook. 

1. Make a decision about whether to hold a Disciplinary Meeting or deliver the outcome of the Grievance base don your findings and inform everyone of the next steps without delay. 

1. Document everything, follow up to make sure people are happy and offer support if needed. 

If you need our help to manage an investigation, then please get in touch.