Investigation Policy - June 2026
In this section
- 1. Introduction
- 2. Scope
- 3. Procedure
- 4. Appointing an Investigating Officer
- 5. People Services - HR Business Partner (HRBP)
- 6. Employee Responsibilities
- 7. Sickness Absence During an Investigation
- 8. Notification of an Investigation
- 9. Representation
- 10. Recording an Investigation Meeting
- 11. Timescale
- 12. Support for Employees
- 13. Confidentiality
- 14. Ensuring Equality of Treatment
- Appendix 1 - Guidelines for Investigating Officers
- Appendix 2 - Template Terms of Reference for Investigation
- Appendix 3 - Investigation Planning Template
- Appendix 4 - Template Investigation Meeting Record
- Appendix 5 - Investigation Officer’s Report Template
- Appendix 6 - Protocol for Disciplinary Hearing
- Appendix 7 - Questioning Approaches to Use
12. Support for Employees
An investigation can be challenging for everyone involved. Sometimes it can lead to significant distress and negatively impact the mental health of an employee.
Where concerns about the mental health of an employee are raised, an investigator should treat the issue seriously and consider whether the process can be adjusted in some way. For example, by allowing the employee to be accompanied at any investigation meetings by a support worker, a friend or family member who is aware of their mental health issues.
All employees who are taking part in an investigation, either as the subject, or as a witness, may seek wellbeing support from the Authority’s Wellbeing Support Service.