CHECKLIST for an effective Harassment and Bullying Investigation Procedure

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 and private sector employers, and, as a result understand the most successful procedure for conducting impartial and fair investigations. 

To date, none of our findings have been overturned at Employment Tribunal.

If you would like to develop an effective procedure for investigating formal complaints of harassment and bullying, signup to receive a free copy of my

CHECKLIST for an effective Harassment and Bullying Investigation Procedure

In this CHECKLIST I cover the 23 procedural issues you need to consider to ensure that your investigation procedure is fit for purpose.

These include:

The rationale for having a robust procedure

The dangers of not guiding investigators along a
proven structure

The order of play for the interviews

Establishing timescales that are realistic but fair

Issues around confidentiality

Grounds for appeal

Disclosure and signing off notes

With Best Wishes