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
14. Ensuring Equality of Treatment
All employees are required to adopt a positive, open and fair approach and ensure the Authority’s Equality and Diversity Policy is adhered to and applied consistently to all irrespective of race, colour, nationality, ethnic or national origins, disability, religion and belief or non-belief, age, sex, gender reassignment, gender identity and gender expression, sexual orientation, pregnancy or maternity, marital or civil partnership status.
In addition, the Welsh Language Standards ask us to ‘ensure that the Welsh language is treated no less favourably than the English language’ and this principle should be adopted in the application of this Guidance.
If you have any equality and diversity concerns in relation to the application of this policy and procedure, please contact a member of the HR Team who will, if necessary, ensure the policy/procedure is reviewed accordingly.