Many business whether large corporate or SME businesses need trained managers to deal with ER matters such as disciplinaries, grievances, appeals and investigations. Investigations need to be carried fairly and correctly, many tribunal cases are won due to poor investigations. I offer onsite training for managers. My onsite courses include training on the following topics :
- Investigations
- how to hold a fair disciplinary
- how to hear an appeal, up to tribunal
- how to conduct a grievance hearing
- the importance of probation reviews and how to implement
- capability including performance and ill health
- wellbeing and welfare meetings
- dealing with absence if the employee is on long term sick
Coming to your business property keeps your employees engaged as they are familiar with their environment and it keeps the costs to a minimum. My course materials can be adapted to suit the requirement of your business. You would pay a day rate and up to 8 people can attend the training session. All I need is visual equipment to go through the training.
My course includes a booklet from the training session, an interactive session as well as a quiz at the end to test their knowledge, interested? Please give me a call or email
Why a Disciplinary Investigation Is Important
A disciplinary investigation is the formal fact‑finding process employers use to establish what happened when there is an allegation of misconduct or a serious performance issue. It is essential because it ensures decisions are fair, evidence‑based, and legally defensible, and because it protects the organisation, the individual involved, and the wider workforce.
Key Reasons
- Ensures fairness and impartiality — an investigation gathers evidence from all sides so the employer can decide whether there is a case to answer and what action (if any) is appropriate.
- Reduces legal risk — following a reasonable, documented investigation aligned to recognised guidance (for example the Acas Code) reduces the risk of unfair dismissal or discrimination claims at tribunal.
- Protects organisational standards and safety — investigations help determine whether conduct or capability issues threaten safety, compliance, or business continuity and enable proportionate action.
- Preserves evidence and credibility — timely, well‑documented investigations create a clear record that supports decisions and demonstrates consistent application of policy.
- Supports employee wellbeing and trust — a fair process reassures other employees that issues are handled consistently and transparently, which helps maintain morale and engagement.
Legal and Practical Risks of Poor Investigations
- Unfair dismissal and discrimination claims — tribunals assess whether employers followed fair procedures; inadequate investigations make adverse outcomes vulnerable to legal challenge.
- Reputational and operational harm — mishandled cases can escalate conflict, damage relationships with unions or staff representatives, and disrupt operations.
- Data protection and confidentiality breaches — careless handling of sensitive information can create additional legal exposure.
