FAQs

All items: Conducting an investigation

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?
Who should carry out a disciplinary investigation?
Do employees have the right to be accompanied at disciplinary investigation meetings?
Will it always be necessary to hold an investigatory meeting with an employee suspected of misconduct?
Who should carry out an investigatory meeting with an employee suspected of misconduct?
Can an employee who is a witness to an incident be obliged to provide a witness statement as part of disciplinary or grievance proceedings?
What is the difference between an investigatory interview and a disciplinary interview?

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About this category

Frequently asked questions and answers on conducting an investigation.