How do I ensure an investigation into bullying and harassment is complete and thorough?

In the event that the informal and mediation/conciliation approaches are unsuccessful, it may be necessary to carry out a formal investigation into the complaint with a view to determining the facts and the validity, or otherwise, of the complaint.

The first step of the investigation is to put the complaint of bullying and harassment in writing which forms the basis of the investigation. Within the parameters of natural justice, the respondent has the right to understand the nature of the allegation made against them.

Whilst every step should be taken to maintain confidentiality, once a formal investigation of a complaint begins, it may be necessary to interview other employees. If this is the case, you should stress the importance of confidentiality to them. Any statements taken from witnesses should be approved by them as a true and accurate reflection of their evidence before any conclusion is reached in the investigation.

A record of all relevant discussions, which take place during the course of the investigation, should be maintained. The conclusions of the investigator should include whether the complaint is substantiated or not. Both parties should be given a copy, in writing, of the conclusions reached by the investigator.