How much detail of allegations are we required to give an employee in advance of an investigative meeting?

Posted in : First Tuesday Q&A NI on 13 April 2021
Chris Fullerton
Arthur Cox NI
Issues covered: Discipline and Grievance; Investigations

It should be noted at the outset that investigatory meetings are not disciplinary hearings and employers generally have more discretion in terms of the detail that is provided to employees in advance of an investigatory meeting.

In general terms, an investigatory meeting is essentially a fact-finding exercise, and the employee should normally have an understanding of what matters may be discussed at the meeting. If a considerable amount of information is provided this may, depending on the circumstances, give the impression that all the evidence has already been gathered or that the decision has already been formed as to the employee’s guilt. It will therefore be up to the employer to

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Back to Q&A's This article is correct at 13/04/2021

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.

Chris Fullerton
Arthur Cox NI

The main content of this article was provided by Chris Fullerton. Contact telephone number is 028 9023 0007 or email

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