8 top tips for conducting a workplace investigation with a specific focus on whistleblowing investigations. Guest article by Hannah Netherton & Steven Cochrane (CMS).
8 What is the output?
The investigator should consider at the start of the process what the output of the investigation will be, including whether there will be a written report, or only verbal, and who receives that report. The investigator will need to consider whether the whistleblower will get access to any report. Considerations of proportionality, fairness (to those who raised complaints as well as any alleged wrongdoers) and confidentiality and maintenance of legal privilege (if claimed), will all be relevant to this decision.
If employers take our suggested approach with their whistleblowing investigations, it will encourage workers to come forward internally as well as help minimise risks to the organisation. There is a huge ongoing media appetite for workers to report on unscrupulous bosses during this pandemic. The reputational (as well as legal) consequences of getting this wrong can be costly and significant.
For more information on this subject matter please see our strategic guide here.