Employee guidance to employment investigations

Guidance overview

We will investigate to determine the facts about any allegation. There are three possible outcomes: 

  • No further action is necessary 
  • We deal with the issues informally (for example, retraining)
  • The issues warrant disciplinary action 

In most cases, a manager undertakes the investigation. They will: 

  • have received training in conducting investigations 
  • have had no prior involvement in the matter  
  • will undertake an impartial and objective investigation 

Our Counter Fraud and Investigations Team (CFIT) usually investigate allegations of theft or fraud. Sometimes it is appropriate for an external person to undertake an investigation. 

For some alleged misconduct, other investigations may happen at the same time. For example: 

  • safeguarding investigation when involving a child or vulnerable adult  
  • police investigation 

The lead manager may inform professional bodies of any allegations of misconduct. They will seek advice before doing this from HR.

HR or the manager will ensure that professional bodies receive progress updates. They will send copies of any documents as appropriate. 


Employees must: 

  • co-operate fully, openly and honestly 
  • attend any meetings, interviews and hearings 
  • observe strict confidentiality 
  • not openly discuss the investigation with others 

Employees may discuss the investigation to obtain support. For example, for legal or trade union advice. 

To not co-operate or provide false or misleading information may be considered misconduct.