Workplace investigations are a critical component of maintaining a fair, compliant, and respectful work environment. When workplace issues arise, it is essential to handle them promptly and effectively. This blog aims to guide you on who can conduct workplace investigations, ensuring the process remains impartial, thorough, and legally compliant.

1. Importance of proper workplace investigations

Conducting a proper workplace investigation is paramount for several reasons:

  • Ensuring fairness and impartiality: Employees must trust that workplace investigations are conducted without bias.
  • Mitigating legal risks and liabilities: Proper workplace investigations help protect the organisation from legal repercussions.
  • Maintaining employee trust and organisational integrity: Fair processes reinforce a culture of trust and accountability.

2. Internal investigators for workplace investigations

HR professionals

  • Skills and training required: HR professionals need to be well-trained in investigative techniques, employment law, and organisational policies.
  • Advantages: They are familiar with the company’s culture, policies, and procedures, which can expedite the workplace investigation process.
  • Challenges: There may be potential biases and conflicts of interest, particularly if the HR professional has prior interactions with the involved parties.

Managers and supervisors

  • When and why they might be appropriate: In some cases, managers and supervisors can handle workplace investigations, especially if they possess relevant training.
  • Training and precautions needed: They must be trained to avoid partiality and ensure they handle the workplace investigation with the required objectivity and professionalism.

3. External investigators for workplace investigations

Legal counsel

  • Role of in-house vs. external legal advisors: Both can provide valuable insights. In-house counsel is familiar with the company’s legal landscape, while external counsel brings a fresh, unbiased perspective.
  • Advantages: Legal expertise and objectivity are significant benefits.
  • When to engage legal counsel: It is particularly advisable in complex workplace investigations or where legal implications are significant.

Professional investigators/consultants

  • Specialised firms and individuals: There are firms and individuals who specialise in workplace investigations.
  • Benefits: They offer expertise in handling sensitive workplace investigations and maintain neutrality.
  • Cost considerations and selection criteria: While they can be more expensive, their impartiality and expertise often justify the cost. Selection should be based on experience, reputation, and references.

4. Criteria for selecting an investigator for workplace investigations

Impartiality and objectivity

  • Importance of unbiased workplace investigations: The investigator must be impartial to ensure fairness.
  • Measures to ensure neutrality: Choosing someone without prior involvement with the case or the parties involved is crucial.

Experience and expertise

  • Relevant experience: Investigators should have experience in handling similar workplace investigations.
  • Knowledge of legal and regulatory requirements: They must be well-versed in relevant laws and regulations.


  • Ensuring confidentiality: Investigators must understand and respect the confidentiality of all involved parties during the workplace investigation.

Communication skills

  • Ability to communicate findings: Clear and effective communication of findings is essential.
  • Importance of empathy and understanding: Handling sensitive situations with empathy is crucial for maintaining trust.

Future stages handling

  • Consideration of subsequent stages: The selection should consider who will handle the next stages (e.g., hearing or appeal) following the workplace investigation.
  • Avoiding conflicts of interest: Different individuals should handle the investigation and subsequent processes to maintain fairness.
  • Continuity and consistency: Ensuring a smooth transition from investigation to hearing or appeal is important for maintaining integrity.

5. Training and certification for workplace investigations

Essential training programmes

  • Training in investigative techniques and legal aspects: Investigators should undergo relevant training.
  • Recommended programmes and certifications: Certifications from organisations such as SHRM and CIPD are beneficial.

Continuous professional development

  • Staying up-to-date: Investigators should keep abreast of changes in laws and best practices related to workplace investigations.
  • Ongoing learning and certification: Encouraging continuous professional development is vital.

6. Best practices in conducting workplace investigations

Developing clear policies and procedures

  • Establishing a formal workplace investigation process: Clear guidelines and documentation are essential.
  • Importance of clear guidelines: Ensuring everyone understands the process helps maintain consistency.

Ensuring transparency and fairness

  • Transparency to all parties: Keeping the process transparent helps build trust during the workplace investigation.
  • Fair treatment of all employees: Ensuring everyone is treated fairly is crucial.

Handling outcomes and follow-up

  • Communicating findings and decisions: Clearly communicating the results of the workplace investigation is important.
  • Implementing corrective actions: Taking appropriate actions based on findings and monitoring their effectiveness is essential.

7. Case studies and examples of workplace investigations

Successful workplace investigations

  • Well-handled workplace investigations: Examples of successful investigations can provide valuable insights.
  • Lessons learned and best practices applied: Sharing best practices can help others improve their workplace investigation processes.

Common pitfalls and how to avoid them

  • Mishandled workplace investigations: Learning from mistakes can prevent future issues.
  • Strategies to prevent issues: Implementing strategies to avoid common pitfalls is crucial.

Choosing the right investigator is critical for conducting fair and effective workplace investigations. Investing in proper training and resources ensures thorough and unbiased investigations, reinforcing a culture of trust and integrity.

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. Talk to us today at to learn more.

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