WORKPLACE INVESTIGATIONS
Workplace Investigations
When something serious happens at work, getting the next steps right matters.
People Pillar can help you investigate workplace concerns, establish the facts and follow a fair process so you can make informed decisions about what happens next.
Talk to Us About an Investigation
If an employee raises a serious complaint or makes an allegation of bullying, harassment or misconduct, it can be difficult to know how best to handle the situation, particularly if you're hearing different accounts of what's happened.
Emotions may be running high, working relationships can become strained and, as an employer, you need to make sure the situation is handled fairly. That can be particularly challenging when the people involved work closely together, the allegations concern someone in a senior position, or you're faced with deciphering an 89-page AI-generated grievance (yes, that's a thing!).
We bring an experienced, impartial perspective to sensitive situations, helping you approach the investigation with an open mind and consider the evidence carefully.
Because when people's livelihoods, relationships and your business's reputation are involved, it's really important to get it right.
Talk to Us About an InvestigationUnderstanding What's Happened Before Deciding What Happens Next
When a serious concern is raised, it's natural to want to resolve it as quickly as possible. But making assumptions, rushing to a conclusion or acting before understanding the facts can make an already difficult situation worse.
A workplace investigation provides a structured way to look into concerns, gather relevant information and establish what can reasonably be concluded from the evidence.
We can support investigations involving matters such as:
- Bullying and harassment: looking into allegations of inappropriate behaviour and how people have been treated at work.
- Discrimination: investigating concerns about unfair treatment or discriminatory conduct.
- Employee grievances: establishing the facts behind formal complaints raised by employees.
- Misconduct: investigating allegations that an employee has breached workplace rules or standards of behaviour.
- Conflicts and complaints: examining situations where accounts differ or concerns have escalated beyond an informal conversation.
- Concerns involving senior employees or managers: providing an external perspective where an internal investigation may be particularly difficult.
Not every workplace concern needs a formal investigation, and sometimes an issue can be resolved through an informal conversation or a different approach, such as workplace mediation. We can help you understand whether an investigation is appropriate and what the next steps might involve.
A Fair, Thorough and Impartial Approach
An investigation isn't about proving that someone has done something wrong. It's about understanding what happened and giving everyone involved a fair opportunity to be heard. That's why the way an investigation is conducted matters just as much as the findings.
Depending on the circumstances and the scope agreed with your business, our support can include:
Planning the Investigation
We'll work with you to understand the concerns that have been raised, establish what needs investigating and agree the scope of our involvement, so the investigation has a clear purpose and everyone understands the process.
Gathering Information and Evidence
We can help you identify and review relevant documents, records and other available information, ensuring evidence is considered fairly, including information that may support or challenge the concerns raised.
Supporting Investigation Meetings
We can help you prepare for investigation meetings, advise on the questions to ask and guide you through the process, so those involved have a fair opportunity to explain their account. Where appropriate and agreed, we can take a more hands-on role.
Reporting the Findings
Once the investigation is complete, we can support you in bringing together the relevant evidence and findings in a clear report. Where agreed, we can also provide recommendations about possible next steps.
The investigation itself is separate from any subsequent disciplinary decision or other formal outcome. We'll make sure the responsibilities for each stage are clear from the outset.
Sometimes You Need Someone Outside the Business
There are situations where managing an investigation entirely internally simply isn't practical. Perhaps the business is too small to have someone sufficiently removed from the situation. Maybe the complaint involves a senior manager, or relationships within the team are already strained. Even in larger organisations with their own HR teams, external support can provide valuable experience and a fresh perspective.
Bringing in People Pillar can help you:
- Maintain impartiality, with guidance from an experienced team who aren't personally involved.
- Handle sensitive matters professionally, particularly when allegations are serious or relationships are difficult.
- Take pressure off your internal team with additional expertise and practical support.
- Follow a clear process, with appropriate planning, evidence gathering and reporting.
- Make more informed decisions by understanding the findings before deciding on any further action.
We'll approach the work with care, discretion and professionalism, while helping you remain objective about what the evidence tells you.
Talk to Us About an Investigation
Helping You Understand the Next Steps
Finishing an investigation doesn't always mean the matter is resolved. Depending on the findings, there may be further action to consider. That could involve a disciplinary process, changes to workplace practices, additional support for employees or no further formal action.
The important thing is that decisions are made with a clear understanding of the facts and the appropriate process. Where agreed, People Pillar can provide further HR advice and support, through Pay As You Go or ongoing HR support, to help you understand the next stage. We'll also be clear about where our role in the investigation ends and who is responsible for any subsequent decisions.
Let's Talk About What You NeedWhat Our Clients Say
We're proud of the relationships we build with the businesses we support. Here's what some of them have to say about working with us.
Kate Armitage
I thoroughly enjoyed it the session People Pillar delivered, but more importantly our team did and got so much out of it. Many of them commented on how much they enjoyed your delivery and approach.
I am certain it has given us good awareness and some useful tools for communicating better in the future.
Dealing with a Difficult Situation at Work?
If you're facing a serious complaint, an allegation of misconduct or another workplace issue that may need investigating, you don't have to work out the process on your own. But ignoring it isn't an option either. These things have a habit of growing arms and legs and turning into monsters if they're not dealt with properly. The sooner you get a handle on things, the better.
Tell us a little about what's happened and what you're concerned about. We'll listen, ask the right questions and talk through how we may be able to help. You don't need to have all the answers before getting in touch.
Or call us on 01303 769700
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