What is the Purpose of a Workplace Investigation?

By: Jasmin Aujla 

 

A workplace investigation is a formal and impartial process used to determine whether incidents of harassment, violence, misconduct, or other policy violations have occurred. The goal is to gather and evaluate relevant information, assess whether the alleged behaviour took place, and identify appropriate next steps.

When do Workplace Investigations Occur?

Workplace investigations are triggered when there is an official, unofficial, or anonymous report of workplace violence or harassment, sexual harassment, misconduct, discrimination, or breach of company policy. Workplace investigations also occur when an employer has reason to believe one of the listed misconducts have occurred, even if no formal complaint has been made. Additionally, when workplace accidents or incidents occur that result in or could lead to property damage, injury, or health and safety concerns.

Quick Check: Should You Investigate?

Any information that becomes known to the employer should be investigated if any of the following questions are true:

1. Is the behaviour/incident problematic or inappropriate?
2. Could it create legal liability?
3. Are there safety risks that occurred from the incident or will there be if it continues?

What is the process of a workplace investigation? 

1. The employer is notified of, or witnesses inappropriate workplace behaviour.
2. The employer gathers as much preliminary information as possible to get a sense of what occurred, including a written statement from the complainant(s).
3. The employer meets with the investigator (generally HR or an external consultant) to discuss the approach. 
4. Those who need to be met with are identified: complainant(s), respondent(s), and witnesses(s). Those identified are then informed that an investigation will be forthcoming and are advised on confidentiality. 
5. Each individual is met with one on one and asked to answer questions about the incident and their account of events. Sometimes individuals will be met with more than once. 
6. Once all interviews are complete, the investigator will document the findings in an outcome report. 
7. The investigator or employer will formally provide a summary of the outcome in writing to the complainant(s) and respondent(s). 

Conducting timely, fair, and thorough investigations is not just good practice, it’s a legal and ethical responsibility.

Contact Pivot HR to learn more about our Workplace Investigation Training or to engage a qualified investigator for your organization.