When concerns arise in the workplace, it is essential to conduct a thorough and impartial investigation before deciding on any action. It is the foundation for any future action. Investigations ensure that decisions are based on facts rather than assumptions, helping to maintain fairness, consistency, and legal compliance.
Whether an issue relates to misconduct, a breach of company policy, or a grievance, a well-handled investigation protects both the employer and the employee. It ensures that all relevant information is gathered, reviewed, and assessed before taking any disciplinary steps.
At HR-Onsite, we specialise in conducting professional workplace investigations to ensure an unbiased and structured approach to managing workplace concerns.
When concerns arise with staff you will need to investigate those issues before deciding a suitable course of action. It may involve taking statements from staff, looking at CCTV, reading documentation, and interviewing those involved in the matter.
The interviews should include all available evidence being given to those staff and obtaining their response to relevant questions. Only when the process has concluded can you then decide whether any action needs to be taken against particular individuals.
The primary objective of an investigation meeting is to decide whether any formal needs to be taken against any employee. To decide that, HR-Onsite will:
Establish the facts – by determining the circumstances of what happened, who was involved, and whether anyone witnessed the event.
To determine the appropriate course of action – by deciding whether the issue requires formal disciplinary action, additional training, or another form of resolution.
To ensure a fair process – by giving the employee a chance to respond to allegations and provide their perspective before deciding on an appropriate course of action.
To prevent future incidents – by using the findings as a learning tool to improve workplace policies, training, or processes.
At HR-Onsite, we provide an independent and structured approach to handling investigations. Our role includes:
Obtaining relevant information – We will gather all necessary evidence, conduct interviews, and assess the situation on an independent basis.
Ensuring compliance with employment law – We follow best practices to protect businesses from unfair dismissal claims and keep you out of an Employment Tribunal.
Providing clear reports – After conducting an investigation we will provide you with a detailed report outlining our findings to include a recommendation for the future progress of the matter.
By outsourcing the investigation to HR-Onsite you can be assured the process is handled fairly, objectively, and professionally in accordance with Employment Law.
Let us remove the stress involved in dealing with an investigation and conduct it in an independent manner to ensure transparency and fairness for all parties involved.
Contact us today to discuss your requirements and test our claims of professionalism.
The length of an investigation will depend on the number of individuals involved and the evidence that needs to be reviewed. We aim to provide you with a detailed report stating the issues, our findings, and a recommended outcome to the matter within 3 working days.
Unlike a disciplinary or grievance hearing, there is no legal requirement for an employee to be accompanied at an investigation meeting. Some employers allow an employee to bring a colleague or trade union representative for support, depending on the circumstances.
Any refusal by an employee to engage in the investigation without justification may lead to disciplinary action being taken against them. Their refusal to engage in the process will not prevent the investigation from proceeding but any outcome will be made based on the available evidence obtained from other sources.
You should encourage participation and explain the importance of the meeting.
Once all relevant evidence is gathered, a decision will be made on whether further action is required. This could involve:
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