A good practice guide on investigating employees of concern is available to ensure organisations are better equipped to avoid common pitfalls and maintain trust
Last Updated 06 October 2020
Many organisations will at some point need to carry out some kind of internal investigation into a member of staff. The primary duty for an investigator is to establish the true facts, whilst adhering to appropriate HR policy and employment laws.
Organisations can react disproportionately to accusations, which can lead to costly employment tribunals or an unhappy and disaffected workforce. Conversely organisations which fail to take any appropriate investigative and subsequent disciplinary action can create a culture where staff actively disregard security policies and processes.
With correct procedures in place employees who understand policies and regulations, and competent trained investigative staff, your organisation is better equipped to avoid these pitfalls and maintain trust.