Good Practice in Investigations

Posted in : HR Updates on 14 June 2010
Emer Hinphey
Think People Consulting
Issues covered:

Emer Hinphey writes:

Q. I am a small employer and have limited resources when it comes to dealing with disciplinary issues. When and how do I approach the investigation part, do I really need to do an investigation if the issue is cut and dried?

1. Introduction

At the heart of employment protection legislation is the concept of fair and reasonable treatment of employees. The Industrial Tribunals will require an employer to demonstrate that they have acted ‘reasonably’ when coming to a decision concerning discipline or dismissal. It is considered unreasonable to make any decision which has a sanction attached to it, without proper investigation of the facts. This applies to all employers, large

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This article is correct at 06/08/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Emer Hinphey
Think People Consulting

The main content of this article was provided by Emer Hinphey. Contact telephone number is 028 9031 0450 or email

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