Workplace litigation is on the increase. Never has it been more important to ensure investigations (whether disciplinary, grievance or whistleblowing investigations) are fair and legal. Not only can a thorough investigation help to manage emotions of the parties’ involved, but it can also play an essential part in resolving a workplace dispute without exposing the employer to litigation.

The perils of a flawed investigation can be far-reaching – costly in terms of reputation, litigation risk and budget. This breakfast briefing will highlight the legal requirements and best practical tips for undertaking a fair investigation.

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Who should attend?

Anyone likely to be involved in undertaking workplace investigations:

• Team Leaders
• Managers
• HR Professionals.

What will be included in the session?

What does the law say about…

• What exactly needs to be investigated?
• Who should be appointed to investigate? Internal or external investigator?
• What records / notes need to be kept?
• Who needs to be interviewed?
• Can an investigator use emails / CCTV footage / social media activity?
• What questions need to be asked?
• How to balance one person’s word against another’s?
• When do you need expert evidence?
• Personal Investigator?

What can you do in practice?

• Interview techniques – how to ask difficult questions?
• How to deal with informal conversations?
• How to deal with employees who do not want to be interviewed / want to remain anonymous?
• How to deal with competing interests?
• Reasonable adjustments?
• Location of meetings?
• Recordings of meetings?
• What happens if the investigation is challenged?
• Subsequent hearings
• Re-investigation vs Review
• Litigation
• Witness evidence

To book your free place email Mera.mann@humanresourcing.co.uk