FAQs

All items: Investigations

Must an employer disclose notes and witness statements produced during a grievance or disciplinary procedure if an employee requests them?
Where, following an investigation, the employer concludes that no disciplinary action is necessary, what should it do with the information gathered during the investigation?
If an employee is charged with, or convicted of, a work-related criminal offence, should the employer conduct its own investigation before taking disciplinary action?
Can an employer anonymise witness statements obtained during a grievance or disciplinary procedure?
Must an employee on suspension while a disciplinary investigation is carried out remain available for work, or can they take a holiday during this period?
For how long should an employee be suspended while a disciplinary investigation into alleged misconduct is carried out?
Can an employee who is suspended on full pay during a disciplinary investigation insist that the employer communicate through their representative?
Will an employee's continuous service be affected by a suspension while a disciplinary investigation is carried out?
Should an employee be allowed access to the workplace and colleagues during their suspension while a disciplinary investigation is carried out?
Who should carry out a disciplinary investigation?

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About this category

Frequently asked questions and answers on disciplinary investigations.