Workplace investigations
Sensitive workplace concerns deserve a structured, fair and careful response. Start with a defined remit, a clear evidence plan and the right level of independence.
What you can commission
- Investigation scoping and terms of reference
- Grievance and disciplinary fact-finding
- Interview planning and evidence review
- Reports and support for the next stage
What the work can deliver
We agree the final outputs in your brief. Depending on the assignment, these can include:
- Written terms of reference and investigation plan
- A structured record of the evidence considered
- A factual report responding to the agreed remit
- Clear separation of findings and management decisions
Questions employers ask.
Short, sourced answers on the issues that most often lead to this kind of work.
All answers- How should employers handle a grievance?Employers should try to resolve concerns informally where appropriate. If a formal written grievance is raised, the Acas Code expects a meeting without unreasonable delay, the right to be accompanied, any necessary investigation, a written decision without unreasonable delay, and an appeal heard impartially by a manager not previously involved where possible.
- What is a fair disciplinary procedure?In Great Britain, a fair disciplinary procedure follows the Acas Code of Practice: investigate to establish the facts, tell the employee about the problem in writing, hold a meeting where they can respond, allow them to be accompanied, decide and confirm the outcome in writing, and offer an appeal.
- What does the duty to take all reasonable steps to prevent sexual harassment mean for employers?From 30 October 2026, employers in Great Britain must take all reasonable steps, not just reasonable steps, to prevent sexual harassment of their employees. The same date brings a new duty not to permit harassment of employees by third parties such as customers. What counts as reasonable depends on the employer's size, sector, working environment and resources.
- What protection do whistleblowers have?In Great Britain, workers who make a protected disclosure are protected from detriment from the start of employment, and employees dismissed mainly for whistleblowing are automatically unfairly dismissed, with no qualifying period and uncapped compensation. Since 6 April 2026, disclosures about sexual harassment can qualify. Contract terms that try to stop protected disclosures are void.
- What are the protected characteristics under the Equality Act 2010?The Equality Act 2010 lists nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. In Great Britain, employers must not discriminate against job applicants, workers or former workers because of any of them.
- What happens when an employee makes an employment tribunal claim?In Great Britain, the employee must usually notify Acas first, and Acas offers both sides early conciliation. If that does not resolve things, the employee files a claim, and the employer must respond on form ET3 within 28 days. The tribunal then manages the case, often through a preliminary hearing, before a full hearing and a decision.
What tribunals are seeing
Tribunal tracker- Unfair dismissal
- 422 decisions
- Public interest disclosure
- 118 decisions
- Race discrimination
- 116 decisions
Employment tribunal decisions published on GOV.UK in September 2026, by category. A decision can carry several categories.
A good question.
Commissioning through a procurement process? Use our buyer route to structure your requirement and request supporting information.
How is independence established?
The initial discussion covers conflicts, reporting lines, decision-making roles and the scope of the investigation. An assignment is only agreed when the remit and appropriate independence are clear.
Let’s give the work a clear next step.
Tell us what’s happening and what a good outcome would look like. You don’t need to have every answer.