E-learning

Employers have a duty to ensure that appropriate policies, procedures, and training are in place to support fair and credible investigations. Without this, organisations risk challenges to the integrity and fairness of their processes.

This course provides a clear, step-by-step understanding of how to plan, carry out, and conclude an investigation, along with key considerations at each stage to ensure best practice is followed.

At the end of the course, learners complete a short assessment consisting of 10 multiple-choice questions. A score of 80% or higher is required to pass.

• Develops the knowledge needed to carry out fair and effective workplace investigations
• Builds skills in collecting evidence, analysing information, and producing clear reports
• Supports best practice throughout the full investigation process
• IOSH Approved, CPD Certified, and SCORM compliant
• Flexible online learning that can be completed at any time
• Engaging, interactive content to support learning
• Knowledge checks throughout to reinforce understanding
• Section summaries to aid retention

Upon successful completion of the course via the SHINE platform, learners will receive a certificate that can be downloaded as a PDF.

By the end of the course, participants will be able to:

• Identify when an investigation is required and select an appropriate investigator
• Understand each stage of the investigation process
• Plan and prepare effectively for an investigation
• Gather and assess evidence accurately and objectively
• Determine appropriate next steps following the investigation

1. Introduction to Investigations

Overview of what an HR investigation involves and who needs to understand the process.

Explains why having clear policies and procedures is essential, along with the overall purpose of an investigation and the distinction between formal and informal approaches.

2. When to Carry Out an Investigation

Guidance on the situations that may require an investigation to take place.

Highlights the importance of staying informed about current best practice and following up-to-date guidance when conducting workplace investigations.

3. The Six-Step Investigation Framework

Introduction to a structured six-stage approach to investigations, including:

• Initial organisational considerations
• Preparation by the investigator
• Holding investigation meetings
• Collecting and reviewing evidence
• Producing findings
• Actions following the investigation

4. Step 1: Initial Considerations

How to determine whether a matter should be handled formally or informally and the importance of maintaining confidentiality throughout the process.

Guidance on selecting an appropriate and impartial investigating officer.

5. Step 2: Preparing for the Investigation

Key elements of planning an investigation, including reviewing relevant policies and defining the purpose of the investigation clearly.

How to identify and gather the evidence required, including witness statements.

Factors to consider when planning timescales, arranging meetings, deciding how information will be recorded, and determining who should attend.

Practical guidance for preparing both formal and informal investigations, including considerations around employee suspension where necessary.

Advice on procedures to follow when the investigation relates to a grievance.

6. Step 3: Investigation Meeting

Breakdown of the key stages of an investigation meeting: preparation, opening, conducting the meeting, closing, and follow-up.

Explanation of what each stage involves, including practical steps, key considerations, and tips for best practice.

Guidance on effective questioning techniques, including how to gather reliable information and which types of questions should be avoided.

Advice on communication techniques to ensure clarity and accuracy throughout the process.

7. Step 4: Gathering Evidence

Overview of the different forms of evidence that may be used in an investigation and how to evaluate their reliability and relevance.

8. Step 5: Reporting Findings

Guidance on preparing investigation reports and presenting findings clearly and objectively.

Explanation of the types of recommendations an investigating officer may make and clarification that the final decision rests with the appropriate decision-maker within the organisation.

9. Step 6: After the Investigation

Considerations for determining next steps following an investigation outcome.

Overview of what may happen if a decision is appealed.

Discussion of potential organisational changes that may result, such as implementing reasonable adjustments or improving procedures.

10. Handling Complex Situations

Preparation for challenging scenarios that may arise during an investigation, including:

• Managing situations where an employee does not attend a meeting
• Understanding the difference between investigation and disciplinary meetings, and why they must remain separate
• Whether employees have the right to be accompanied during investigation meetings
• Who is suitable to act as an investigating officer
• When external advice or third-party input may be required
• How to proceed if a grievance is raised during an ongoing investigation
• The potential consequences of failing to carry out a proper investigation

Why is HR investigation training useful if we already have experienced HR staff?
Even experienced HR professionals can benefit from formal training to ensure they are following current best practice and legal expectations. A structured approach helps create consistency and reduces the risk of errors, inconsistencies, or claims of unfair treatment.

Will this training support handling sensitive cases such as discrimination or harassment?
Yes, the course includes guidance on managing more sensitive investigations. It covers how to gather evidence, conduct interviews, and document findings while maintaining confidentiality and ensuring a fair and balanced approach.

Can managers without an HR background benefit from this training?
Yes, the course is suitable for both HR professionals and managers. It provides clear, practical guidance to help those without specialist knowledge carry out investigations effectively and with confidence.

What support is available if I experience issues with the course?
We provide full technical support to ensure a smooth experience, whether accessing the course via the SHINE platform or integrating it into your own LMS. Our support team is also available to help with any queries relating to course content or compliance.

What happens if a learner does not pass the assessment?
If a participant does not achieve a passing score on their first attempt, they can revisit the course materials and retake the assessment. The course includes interactive elements to help reinforce learning throughout.

Can this training help reduce the risk of legal claims?
Yes, by promoting fair, consistent, and well-documented investigation practices, the training helps organisations reduce the likelihood of disputes and potential legal challenges.

How does the training ensure investigations remain impartial?
The course focuses on maintaining objectivity by using evidence-based decision-making, applying consistent processes, and avoiding bias, helping to ensure investigations are carried out fairly and professionally.

How often should this training be refreshed?
It is recommended that HR professionals and managers refresh their training every 1–2 years to stay aligned with current legislation and evolving best practice.

Do you offer discounts for larger teams?
Yes, discounted rates are available for organisations training multiple employees. Contact us to discuss your requirements and receive a tailored pricing option.

How quickly can the training be delivered?
The course is available immediately after purchase and can be accessed through the SHINE platform or integrated into your existing LMS, allowing learners to begin straight away.

Can I track learner progress during the training?
Yes, the SHINE platform allows you to monitor progress, review completion rates, and download certificates for compliance and record-keeping purposes.

This training is aimed at managers responsible for handling workplace investigations. It is also useful as a refresher for HR professionals.

No prior experience or specialist knowledge is required.