Conducting Workplace Investigations
How to plan, conduct, and document a fair workplace investigation — from the initial complaint through to findings. Built around the ACAS Code of Practice and the real-world scenarios your managers will actually face.
Investigations are where most processes fail
A disciplinary or grievance outcome is only as good as the investigation that supports it. And this is exactly where most organisations fail. Investigations are rushed, poorly scoped, badly documented, or conducted by managers who have never been taught how to do it properly. The result is decisions that don't survive scrutiny.
This course gives managers and HR practitioners the practical skills to conduct investigations that are fair, thorough, and defensible. Not just the process steps — the judgment calls, the interview techniques, and the documentation standards that make the difference between a robust investigation and one that falls apart at tribunal.
Read more: disciplinary processes that build the case against you.
What this course covers
Planning an investigation
Defining the scope, identifying the allegations, planning the timeline, and deciding who should investigate — including when to bring in someone independent.
Conducting investigatory interviews
How to structure interviews, ask effective questions, handle difficult witnesses, and take notes that will stand up to scrutiny.
Gathering and evaluating evidence
Documentary evidence, digital evidence, witness statements, and how to weigh conflicting accounts fairly.
Writing the investigation report
How to structure findings, present evidence clearly, and write conclusions that support whatever decision follows.
Common mistakes
The errors that undermine investigations — bias, leading questions, premature conclusions, confidentiality breaches, and inadequate record-keeping.
Who this is for
- Managers asked to investigate disciplinary, grievance, or harassment complaints for the first time
- HR practitioners who oversee investigations and need to ensure quality and consistency
- Senior managers who chair hearings and need to evaluate the quality of investigations presented to them
Common questions
Can a manager investigate if they're not HR-trained?
Yes — and they often should, because managers understand the operational context. But they need to know how to do it properly. This course gives them that capability. The ACAS Code does not require investigators to be HR professionals.
How does this relate to the ACAS Code?
The course is built around the ACAS Code of Practice on Disciplinary and Grievance Procedures, which sets the standard tribunals apply when assessing whether a process was fair. Failure to follow the Code can result in compensation being increased by up to 25%.
Does this cover harassment investigations specifically?
Yes. While the investigation principles are universal, we cover the specific considerations for harassment and discrimination cases — including how to handle sensitive disclosures and the higher stakes involved.
Related courses
Teach your people to investigate properly.
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