Workplace investigation
A workplace investigation is a fair evidence-gathering process used to establish the facts before an employer decides what happens next.
Find the facts, not a preferred answer
An investigation should gather what is reasonably available from all sides and establish whether there is a case to answer. It is not the disciplinary hearing, grievance outcome or final decision. Starting with a conclusion and collecting only evidence that supports it undermines the whole process.
Write a short scope: what issue is being examined, which period it covers, who will investigate and what the investigator may decide. The Acas investigations guidance recommends planning the work and keeping it proportionate to the seriousness and complexity of the issue.
Build an evidence trail someone else can follow
Identify relevant documents, messages, system records and witnesses. Preserve material before it can be routinely deleted. Ask open questions, distinguish what a witness saw from what they heard from someone else, and give the person whose conduct is in question a fair chance to respond.
If a complaint concerns one exchange in a team chat, collect the surrounding conversation rather than one screenshot. Context may support, weaken or change the meaning of the allegation.
Confidentiality should be practical, not absolute. Tell participants to avoid discussing the case unnecessarily, but do not promise that evidence will never be shared. A fair later hearing may require the substance of relevant evidence to be disclosed.
Separate fact-finding from the outcome where possible
An investigation report should set out the issue, steps taken, evidence, facts found, conflicts that remain and whether there appears to be a case to answer. The investigator may recommend formal action, informal action or no further action, but never a sanction. Separate fact, inference and recommendation so the decision-maker can see the difference.
Retain interview notes, source documents and the final report securely. If the facts point to a different route, such as a grievance, disciplinary procedure or informal resolution, explain that next step. The 2015 Acas Code is current in Great Britain and makes necessary investigation part of fair handling, not an optional extra.
A revised Code being published, laid, approved or brought into force should trigger a fresh review of this page. Draft rules are not the current standard.
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