Conducting Workplace Investigations°
Conducting an investigation sounds simple; but employers frequently find that it really isn’t. Employers also tell us that conducting an internal investigation can be immensely time-consuming, and that managers often don’t have either enough time, or the right training (or both) to do it well. Sometimes, because of the contentious nature of what must be investigated, there isn’t anyone left internal to the organisation who is still seen as truly “impartial”. This is where our Workplace Investigations solution can really help.
Conducting Workplace Investigations°
Conducting an investigation sounds simple; but employers frequently find that it really isn’t. Employers also tell us that conducting an internal investigation can be immensely time-consuming, and that managers often don’t have either enough time, or the right training (or both) to do it well. Sometimes, because of the contentious nature of what must be investigated, there isn’t anyone left internal to the organisation who is still seen as truly “impartial”. This is where our Workplace Investigations solution can really help.
Our investigation support starts with ensuring that you are completely satisfied with your proposed terms of reference for the investigation, so that all stakeholders are clear about the parameters.
The subject matter of the investigation may have a disciplinary focus; it may be grievance related; or there may be other allegations of inappropriate conduct, whether that is said to involve senior or junior colleagues. In addition to our forensic focus on establishing salient facts, our relentlessly execution-focused approach to conducting investigations ensures that all key stakeholders understand what is supposed to be happening, when, and what the timescales are. This kind of transparency is essential to help you avoid unnecessary damage to your employer brand at a time when, naturally, emotions may be running high.
All of our investigations comply with ACAS guidance, reflect HR and employment law good practice, and ensure that facts are established that will enable you as an employer to make a truly informed set of decisions. And to do so with confidence.
Depending on the complexity of the investigation required, and the extent to which any technical legal or regulatory issues are involved, we are able to provide a Solicitor, Legal Executive or CIPD qualified HR consultant to serve as your external investigator.