The Workplace Investigation Toolkit

Managing a workplace investigation can be challenging, particularly when you're unsure where to start or what documentation you need.

The Workplace Investigation Toolkit has been designed to help managers, HR professionals and smaller organisations approach workplace investigations in a more structured, consistent and organised way.

What's included?

This practical, editable toolkit contains three resources:

1. Investigation Handbook

A practical guide to managing a workplace investigation, covering the key stages from initial planning through to evidence gathering, assessment, report writing and completion.

2. Editable Templates

A collection of Microsoft Word templates to help you plan investigations, record evidence, prepare for meetings, assess findings and communicate with those involved.#

3. Worked Example

A fictional workplace investigation showing how the process and templates can be applied in practice, helping you understand how to organise evidence and reach balanced conclusions.

Together, these resources cover:

• Investigation planning and preparation
• Terms of reference
• Defining allegations and issues
• Evidence gathering and recording
• Meeting preparation and investigation notes
• Evidence assessment
• Investigation report writing
• Investigation completion checklists
• Supporting communication templates

Who is it for?

• Small and medium-sized businesses
• Charities and not-for-profit organisations
• HR professionals
• Managers responsible for workplace investigations

Why use this toolkit?

Rather than starting from scratch, you have a collection of practical guidance and editable documents to help organise the investigation process, record relevant information and present findings clearly.

The resources are designed to be straightforward, adaptable and useful for organisations that may not have a dedicated HR team.

Format: Digital download containing editable Microsoft Word documents.

Important information: This toolkit provides general guidance and templates. It does not constitute legal advice or guarantee compliance with employment law. Organisations should consider the circumstances of each case and seek appropriate professional advice where necessary.