Independent reviews and investigations

Independent Workplace Investigations cover a wide range of services with a common goal of improving employment relations which include but not limited to: Bullying, harassment, discrimination, grievance, disciplinary, whistleblowing, compliance investigations, bribery and corruption, conflicts of interest, breaches of confidentiality and other employee workplace misconduct. 

 

Scope and Responsibilities

 

An investigation/review is a fact-finding exercise to collect all the relevant information on a matter.

A properly conducted investigation can help make an informed decision. Making a decision without completing a reasonable investigation can make any subsequent decisions or actions unfair, and leave an employer vulnerable to legal action.

The role of an Investigator is to be fair and objective so that they can establish the essential facts of the matter and reach a conclusion on what did or did not happen. An Investigator should do this by looking for evidence that supports the allegation and evidence that contradicts it. In potential disciplinary matters, it is not an Investigator’s role to prove the guilt of any party but to investigate if there is a case to answer.

 

Determine complexity

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Approved Organisations will determine the seriousness and/or complexity of the matter which is to be investigated and will make a decision on the level of expertise required. The importance is that whoever is chosen to be the Investigator acts fairly and objectively. This could include but not be limited to:

• An Employment Lawyer

• A Trained Investigator

• An Employment Specialist 

• A HR Professional

• A Mediator

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Our approach

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As an approved organisation with our partners PRG Consulting the Healthcare Governance Academy will ensure we deliver in accordance to the ACAS Code of Practice, we will ensure an investigation be kept confidential along with the details of the investigation wherever possible, as this will:
•    reduce any negative impact to a party involved in the matter
•    help to ensure that staff morale is not unnecessarily affected
•    reduce the risk of witnesses discussing or agreeing what their evidence should be.