Conducting a workplace investigation can be complex and daunting—we understand this fully. With over two decades of experience in both onsite and virtual investigations, we recognise that sensitive issues bring heightened risks. We also know the potential fallout from an inadequate investigation, and we’re here to guide you through this challenging process.
Partnering with an independent, third-party expert like Cornerstone ensures fairness and neutrality. From the moment we engage, we dive deeply into the details of the complaint. We meticulously review evidence, identify key individuals for interviews, conduct thorough interviews, and deliver a comprehensive investigation report, which can serve as evidence of due diligence.
Working with Cornerstone helps shield your organisation from claims of bias, safeguard your reputation, and minimise the risk of expensive litigation.
A workplace investigation is a formal and systematic process undertaken to gather facts and evidence about an allegation, complaint, or incident that has occurred within the workplace. The goal of the investigation is to determine whether there has been a breach of company policies, legal requirements, or ethical standards, and to decide on appropriate actions based on the findings. The findings are based on the balance of probabilities.
Outsourcing your workplace investigations allows your HR team to focus on strategic initiatives rather than time-consuming investigations. Let Cornerstone Consultancy handle the details while you drive business growth and employee engagement.
Whether you’re a large organisation with an HR team that lacks the capacity to conduct an investigation, or a smaller employer without the expertise to ensure a fair process, we can help.
We will conduct the investigation efficiently and with minimal disruption to your organisation, presenting the findings in a comprehensive report with findings that can be relied on to make fully informed decisions.
The decision to instigate a workplace investigation should be based on several factors to ensure fairness, compliance, and a healthy work environment. Here are key examples when initiating a workplace investigation is advisable:
If you decide to conduct the Investigation in-house, here is some guidance to ensure a thorough and fair investigation process:
Maintain consistency when addressing each disciplinary issue to avoid tribunal hearings for unfair dismissal.
Ensure the person appointed as investigator does not have a conflict of interest.
Clearly set out company rules and procedures in the company handbook. Ensure all employees have copies, sign to acknowledge they have read them, and are informed of any changes.
Ensure managers are regularly trained to avoid actions that could be deemed discriminatory or unfair.
Make sure they are clear and contain all the elements necessary
Keep a detailed paper trail of each step in the process.
Keep all sensitive employee data private at all times. Be prepared for Data Requests and provide this information without undue delay. If you have a Data Protection Officer (DPO) ensure they are aware of these obligations.
Analyse the evidence to determine whether the allegations are substantiated.
Prepare a comprehensive report outlining the investigation process, findings, and recommendations.
Based on the findings, take appropriate action, which may include disciplinary measures, policy changes, or further training.
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