As HR professionals and people leaders, we are always looking for ways to work smarter, not just harder. Technology has transformed how we hire, onboard and engage our teams. But what about when things go wrong? What about when we need to carry out a workplace investigation?
This is where AI is starting to enter the conversation.
From flagging patterns in complaints to helping teams manage large volumes of data, AI tools are making their way into the investigation process. But while the technology is evolving fast, we need to be clear about what AI should and should not be doing in this space.
At Tell Jane, we believe investigations must always centre people. AI can play a role, but it should never make decisions about outcomes. That responsibility sits firmly with humans.
Let’s explore where AI can support investigations and where caution is needed.
The role AI can play in workplace investigations
Used well, AI can make investigations more efficient, consistent and less prone to error. It can help:
- Process and sort large volumes of information quickly
- Identify patterns in reports that may otherwise go unnoticed
- Provide a first line of triage, directing issues to the right people
- Spot risks early before they escalate into bigger problems
In short, AI can take on some of the heavy lifting behind the scenes, giving HR teams more space to focus on the human side of investigations.
And that is the key point: AI can support the process, but it cannot replace it.
The benefits of using AI in investigations
There is a lot to gain from embracing the right technology. For example:
Speed and efficiency
AI can sort through data in minutes, not days, giving you more time to focus on engaging with the people involved in the investigation.
Greater consistency
When used correctly, AI can help apply processes fairly and evenly. It does not get tired or overlook details.
Scalability
If you are managing multiple cases at once or dealing with complex organisation-wide issues, AI tools can help you keep track.
Early warning systems
By analysing communication trends or anonymous reports, AI can sometimes help you spot toxic behaviours early on.
But what about the risks?
AI is only as good as the data it is trained on. If that data contains bias, the system can learn and replicate that bias. That means there is a real risk of embedding unfairness into a process that should be about protecting dignity and ensuring justice.
Other concerns include:
Lack of context
AI might be good at recognising keywords, but it cannot understand tone, intention or emotion the way a human can.
Privacy worries
People may be less willing to speak up if they feel like they are being constantly monitored by systems they do not trust.
Loss of trust
An investigation is a sensitive process. If employees think a machine is judging their actions or complaints, trust can quickly break down.
Accountability gaps
If something goes wrong, who is responsible? The AI provider? The HR team? Clarity is vital.
The human touch is non negotiable
At Tell Jane, we believe that AI should never be used to make decisions about the outcome of an investigation. That is where empathy, experience and professional judgement come in. Investigations often involve trauma, fear and power imbalances. These are things that no machine can ever fully understand.
That said, there is real value in using AI to enhance the investigation process. Technology can help us focus more on people by reducing admin, highlighting patterns and giving us more accurate data. But it must always be used responsibly and ethically.
AI should support us, not replace us.
So what should organisations consider before using AI in investigations?
If you are thinking about using AI in your workplace investigations, ask yourself:
- What problem are we trying to solve with this technology?
- Are we clear on what the AI will and will not do?
- How are we making sure our tools are fair and unbiased?
- How transparent are we being with employees?
- Who is ultimately accountable for the outcomes of an investigation?
AI has huge potential to support HR teams with their investigations. When used thoughtfully, it can help us work faster, spot risks sooner and bring more consistency to the process.
But it should never replace the judgement, care and humanity that a fair investigation requires.
At Tell Jane, we never lose sight of the people at the heart of every case. Because ultimately, a workplace culture where people feel respected is not built by machines. It is built by people who listen, respond and act with fairness.
At Tell Jane , we can support your organisation in conducting fair and impartial workplace investigations through training in-house investigations or carrying out investigations on your behalf.
Email us today at hello@telljane.co.uk to find out more.
