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
13. Confidentiality
Confidentiality during an investigation is of the utmost importance to maintain the integrity of the evidence and the respect of the individual being investigated. It is essential that the investigating officer does not disclose more information than is necessary to assist the investigation process with any individual.
It is also necessary to impress upon any witnesses the need to maintain confidentiality, and it is a disciplinary offence to breach that confidentiality.
The investigating officer is not to discuss the case with anyone other than those involved in the case. Employees must also be informed of the confidentiality in all cases.