How do you lead an HR investigation?

How do you lead an HR investigation?

HR Investigation Process

1. Take any necessary immediate action. We’d caution against immediately terminating or disciplining an employee without first gathering an appropriate amount of evidence.
2. Decide who will investigate.
3. Plan the investigation.
4. Collect data.
5. Analyze the data and make a decision.
6. Create a report.

What is the role of HR in an investigation?

HR is permitted to give advice on the way an investigation report is presented, to ensure it addresses all necessary issues. HR can also make the disciplining officer aware of previous cases involving other individuals in similar circumstances, to ensure consistency.

Can a disabled employee attend an investigation meeting?

Here are our five top tips to help you conduct an investigation meeting with confidence: An employee has no statutory right to be accompanied at an investigation meeting, though this might be required under the Equality Act 2010 as part of a reasonable access requirement for a disabled employee.

What happens at the end of an investigation meeting?

If you make a decision on a case without completing a reasonable investigation, this can make any subsequent decisions or actions unfair and leave you vulnerable to legal action. Investigation meetings provide an opportunity for an investigator to interview someone who is involved in, or has information on, the matter under investigation.

What to do if an employee is under investigation?

Seek advice from HR as to whether the employee (s) under investigation, employment record may provide any background or special/mitigating circumstances. Should you identify any information that may warrant immediate action please raise this with the manager who instigated the investigation as a matter of urgency.

How to prepare for an HR investigation at work?

Set the stage. Inform your manager, the complainant’s manager and the accused’s manager of the situation and the investigation process. Select discreet meeting locations for the investigation interviews. Provide water and tissues in each interview location.

Here are our five top tips to help you conduct an investigation meeting with confidence: An employee has no statutory right to be accompanied at an investigation meeting, though this might be required under the Equality Act 2010 as part of a reasonable access requirement for a disabled employee.

Seek advice from HR as to whether the employee (s) under investigation, employment record may provide any background or special/mitigating circumstances. Should you identify any information that may warrant immediate action please raise this with the manager who instigated the investigation as a matter of urgency.

If you make a decision on a case without completing a reasonable investigation, this can make any subsequent decisions or actions unfair and leave you vulnerable to legal action. Investigation meetings provide an opportunity for an investigator to interview someone who is involved in, or has information on, the matter under investigation.