Independent Workplace Investigations

Do you need an independent investigator?

The real question is whether you want to learn about the important aspects of your situation, or find them out in a tribunal, or worse still, the press? An employee may have raised a grievance or blown the whistle and an effective investigation can get to the bottom of whether there is any basis for this and if so, get a full understanding of the situation. You may believe that disciplinary proceedings are warranted and an independent investigation will allow you to undercover all the relevant evidence (in accordance with the ACAS Guide to Discipline and grievances at work).

Workplace issues can be expensive, time consuming and destructive. It is essential that employers are able to show that they have dealt with such issues fairly. An external expert can reduce stress and personal strain that such investigations entail, and provide reassurance that the process has been carried out properly and fairly, without undermining management authority.

When is an Investigator Appropriate?

Minor or straightforward issues should usually not be dealt with using an external investigator. This promotes good practice and confidence in management. (See People management Magazine, 17th May 2018).

If there is a conflict of interest, a manager who normally deals with such matters is a witness or subject of complaint, or if there is no one else suitably qualified or experienced, then an external investigator could be appointed.

Sherbornes have experience carrying out workplace investigations and understand the need to combine an empathetic approach to listening with a no nonsense attitude to reporting.