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
8. Notification of an Investigation
Any employee who is to be interviewed as the subject of an investigation should to be given details of the reasons for the investigation at the outset. The employee concerned must be informed in writing that an investigation is to be carried out and the subject of the allegations(s). This should be done within three working days of the decision to investigate and a copy of the investigation policy enclosed. If during the investigation further allegations come to light which form part of the investigation, then the employee must be made aware of this in writing as soon as this becomes apparent.
In cases where it is not immediately apparent whether actions are likely, an employee who is later identified as possibly facing action must be advised in writing as soon as it becomes apparent.