A Guide to Conducting an HR Investigation

As a human resources professional, it is probably the phone call or office visit you dread the most. When an employee calls to allege serious misconduct by a coworker, workplace investigations certainly follow. In today’s fast-paced business world, where employees are increasingly aware of their rights, and employers are under constant scrutiny, conducting a workplace investigation has become a critical tool for maintaining a healthy workplace culture. And for most employee-related events, the workplace investigation process would not be complete without an investigation interview.

A workplace investigation can have far-reaching implications on an organisation, from ensuring compliance with legal requirements to improving employee morale and engagement.

This is where employee relations software and case management solutions, such as those offered by HR Acuity, can provide a significant advantage. Read on to gain valuable insights and strategies for upholding a productive and compliant workplace with the help of better HR investigations.

Table of Contents

1. What are Workplace Investigations?
2. When to do a Workplace Investigation
3. How Long is the HR Investigation Process?
4. How to Conduct an HR Investigation
5. 4 Best Practices for Conducting Fair HR Investigations
6. Why Do You Need an HR Investigation Process?
7. Improve Your HR Investigation Process

What are Workplace Investigations?

A workplace investigation involves gathering information and evidence to determine whether an employee has violated a policy or engaged in inappropriate behaviour. Whether it is a simple verbal discussion with employees or a more complex investigation, the employee relations team needs to ensure that the company remains compliant with employment laws, lobar relations and internal policies throughout the entire process.

Workplace investigations are an essential part of maintaining a safe and respectful environment for employees, and can be initiated for various reasons, such as:

• Any type of harassment
• Discrimination
• Substance abuse
• Violence or threats against others
• Theft or vandalism
• Conflict of interest
• Breach of trust
• Abuse of sick leave
• Excessive absenteeism
• Other violations of company policies