With the recent large award in Smith v RSA and the rise in employment injunctions it is clear that employers need to pay close attention to their investigation procedures whether it is a grievance, bullying or disciplinary matter. A higher burden for fair procedures will exist in a process that has the potential to result in an employee’s dismissal but all procedures can come under scrutiny. Depending on the size of your organisation it is wise to give those who may be appointed as investigators specific training on how best to run an investigation process. Policies and guidelines should be regularly reviewed to ensure they deal with issues that have arisen on the ground. To assist investigators the Employment Team at Ogier Leman have prepared a checklist that should be reviewed both at the outset of and throughout an investigation procedure.
Click here to access the checklist.
For more information contact Linda Hynes.
This publication is for guidance purposes only. It does not constitute legal or professional advice. No liability is accepted by Ogier Leman for any action taken or not taken in reliance on the information set out in this publication. Professional or legal advice should be obtained before taking or refraining from any action as a result of the contents of this publication. Any and all information is subject to change.