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
2. Scope
This procedure covers all employees including centrally employed school staff but excluding staff on the complement of locally managed schools. In the absence of a policy agreed locally by individual schools the principles of this policy should be followed.
This policy is intended to cover all internal investigations however they arise, e.g. disciplinary, capability and grievance; whistleblowing disclosures; allegations of fraud; harassment or bullying; investigations as a result of an incident/accident reported on an Accident and Incident Form; investigations arising from Road Traffic Accidents involving council vehicles.
This policy is to ensure that if it subsequently becomes necessary for formal procedures to be invoked against an employee either internally or externally, the statements taken as part of the investigation may be used in this process. This is intended to avoid the need for employees to be interviewed more than is necessary and to ensure matters which may later be the subject to formal procedures, is documented as soon as possible after the event.