Why Workplace Investigations Matter
Workplace investigations are essential for handling complaints, misconduct, or grievances in a fair, consistent, and legally sound way. They protect your employees by showing concerns are taken seriously, and they protect your business by reducing legal risk and demonstrating responsible action.
A well-run investigation builds trust, reinforces your values, and helps maintain a positive working culture. Ignoring issues or handling them poorly can damage morale, harm your reputation, and potentially lead to costly legal claims.
When Should You Investigate?
You should consider launching an investigation when:
- A grievance or complaint is raised (formally or informally)
- There are allegations of misconduct, such as bullying, harassment, theft, or breaches of company policy
- There is a safeguarding or legal risk if the issue isn’t addressed
💡 Don’t ignore minor issues, they can escalate quickly and develop into patterns of repeated behaviour.
Planning the Investigation
- Clearly identify the issue that needs to be investigated
- Appoint a neutral and impartial investigator (someone not previously involved)
- Define the scope of the investigation, what’s included and what isn’t
- Gather relevant company policies and any supporting documents
Gathering Evidence
- Interview relevant employees as needed
- Collect supporting evidence, such as emails, messages, CCTV, timesheets, or social media posts
- Keep accurate notes throughout and ensure confidentiality is maintained
Conducting Interviews
- Prepare your questions in advance
- Remain neutral, objective, and professional
- Take accurate and detailed notes (consider using a note-taker)
- Allow employees to be accompanied if appropriate
Writing the Investigation Report
Your investigation report should:
- Clearly state the purpose and scope
- Summarise the process followed and evidence reviewed- Present factual findings, not conclusions or decisions
- Recommend any next steps (e.g., whether a formal hearing is required)
Next Steps
- Review the report with the appropriate manager (grievance or disciplinary)
- Decide what action is needed
- If a formal hearing is required, follow your internal disciplinary or grievance process
- Communicate the outcome or next steps to all relevant parties
Common Pitfalls to Avoid
- Bias or lack of impartiality
- Allowing emotion to influence the process
- Poor or incomplete record-keeping
- Delays in acting on concerns
- Ignoring company policies or statutory obligations (such as the ACAS Code of Practice)
When to Get Help
Bring in external support if:
- The case is complex, sensitive, or high risk
- Senior employees are involved
- There’s a risk of legal claims
Hiring an independent consultant ensures neutrality and gives confidence to those
involved in the process.
Conclusion
A well-run investigation demonstrates professionalism and fairness. It protects your people and your business. Take the time to do it properly or get expert support when you need it.
Need help with a workplace investigation?
BDHR Consultancy offers impartial and professional support tailored for small businesses.
📩 Email: bev@bdhr.co.uk
