Workplace Investigations
Tell Jane are leaders in expert, impartial and human-focussed workplace investigations. We understand what happened, treat people fairly and give organisations the robust information they need to make confident decisions.
Organisations choose Tell Jane for our expertise, empathy and robust workplace investigations. We’ve built a reputation for matters that are complex, challenging and sensitive.
Formal Processes
What Are Workplace Investigations?
Workplace investigations are formal processes that examine workplace complaints or allegations. They must be well structured, thorough and without bias.
A workplace investigation gathers information, reviews evidence and establish the facts. It must give organisations the facts to arrive at fair decisions on the outcome.
Workplace investigations should not rely on assumptions or personal opinions. The focus should remain on understanding what happened, through fair fact-finding.
Independent investigations help you demonstrate objectivity and build confidence in the process. Particularly where allegations are sensitive, senior individuals are involved or internal resources are limited.
When Are Workplace Investigations Required?
You can address and resolve many matters with a conversation.
But your policies may make it explicit when workplace investigations should take place.
Tell Jane advises you on when an investigation is appropriate and right. And when alternative measures, such as mediation or even a conversation, are better.
Investigations might relate to:
- Sexual harassment
- Discrimination and unfair treatment under the Equality Act (such as sexism, racism, homophobia, ableism)
- Harassment and/or bullying
- Breakdowns that cause a difficult working environment
- Disciplinary investigations
- Victimisation
- Breach of a procedure (such as safeguarding, IT abuse, health and safety, financial irregularities)
Tell Jane don’t just resolve issues, they help you understand them. Their approach is calm, rigorous and deeply human, turning challenging situations into an opportunity for real cultural change.
Jessica Bacon,
CEO, Swineford Media
Supporting organisations
The Workplace Investigation Process
A workplace investigation procedure should be clear, fair, and impartial.
Workplace investigations should feel human. So we prioritise communication and transparency. We don’t interrogate people or ask for opinions.
Initial Assessment
We review the allegation to determine whether a formal workplace investigation is required.
Planning the Investigation
We plan how, when and where interviews will take place. And what documentation, or other evidence is available.
We’ll build a Terms of Reference document, clarifying the scope of the investigation. This includes, for example, the nature of the allegations or complaint. How and where we’ll conduct interviews. And how we’ll gather information.
Gathering Information and Evidence
We are sensitive to the nature of the grievance and the effects on those involved throughout. We ensure communication is regular but always confidential.
Workplace investigations should feel human. So we prioritise communication and transparency. We don’t interrogate people or ask for opinions. We ask clear, objective questions. We carefully listen to make sure we understand all facets of the situation. We assess the available evidence to determine what can and cannot be established on the balance of probabilities.
Accurate documentation is an important and our investigation records may include:
- witness statements
- interview notes
- emails or written communications
- policy documents
- timelines or supporting evidence
Reviewing Findings
Our workplace investigation report covers all the evidence we’ve gathered in depth. It includes established facts and those that weren’t established. We look at whether there were any mitigating circumstances that also need consideration.
Tell Jane gives your organisation the right information to decide on next steps. You can be confident that you have all the facts you need to take appropriate action.
Outcome and Next Steps
- no further action
- informal resolution is appropriate
- disciplinary or grievance procedures should continue
- further management action or support
Care and Respect
Fairness, Impartiality, and Confidentiality
Internal workplace investigations should be impartial. All parties get treated with respect and given the opportunity to respond.
Confidentiality is also important throughout the employee investigation process. We handle sensitive information with care and respect. We protect employees, maintain trust, and reduce unnecessary disruption.
Our consultants combine HR expertise with practical experience managing sensitive employee relations matters.
We balance your procedures, employee wellbeing, business risk, and the reality of your workplace environment.
We specialise in sensitive and complex issues, including harassment, discrimination, and bullying.
Investigation Outcomes and Organisational Risk
Poorly handled investigations can mean conflict, reputational damage and procedural challenges.
Our investigations are a well-managed process that helps you reduce risk. They reach fair outcomes, and maintain professional standards. Ours is a consistent process that delivers fair outcomes. And they support compliance with law.
The Challenges with Workplace Investigations
With a grievance you are dealing with the aftermath. Because of that workplace investigations can be damaging to all parties. Not just the one who raised the grievance.
There may be problems getting people to come forward as witnesses.
The Tell Jane specialists are CIPD-qualified HR practitioners. Each is skilled in the investigation process. This includes planning, interviewing and controlling bias. We act with sensitivity and confidentiality at all times.
We think about what to investigate and how we will get to the facts before we begin the process. Before starting we understand the nature of the problem and create an in-depth plan.
Get in touch
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Get an expert workplace investigation that’s tailored to your organisation and workplace procedures. Get in touch for an informal chat about your workplace investigation.
Explore Workplace Investigation services
Professional Grievance Investigations
Disciplinary Investigations
