10 Key Factors when Investigating Formal Complaints of Harassment and Bullying

With the recent rise in the number of complaints being heard by Employment Tribunals, it is vital that employers conduct sound investigations into formal complaints of harassment and bullying so that they can demonstrate fairness and reasonableness towards all parties involved. This means findings are less likely to be challenged and the organisation can demonstrate it has followed good practice in dealing with discrimination claims.

At Jean Kelly Consultancy, we have investigated a large number of formal complaints for public sector employers, and as a result understand the most successful procedure for conducting impartial and fair investigations.

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10 Key Factors when Investigating Formal Complaints of Harassment and Bullying

In this detailed report I cover the 10 key factors which are vital when investigating formal complaints of harassment and bullying. 

These include:

How to avoid time-consuming appeals by adhering to
timescales and procedures

How to ensure confidentiality and impartiality

How and what to prepare for each interview so that
everyone is treated fairly and key data is collected

How to conduct investigations to gather facts – rather
than relying on the investigator’s opinions

How to ensure your investigators produce impartial
conclusions and sound findings

How to write a balanced report which acts as proof that
the investigation has been fair and objective – so less
likely to be challenged by lawyers and Employment
Tribunals.

With Best Wishes