Employee Relations Case Log
An employee relations case log to track grievances, investigations, and disciplinary cases in one place — with status, owner, and outcome for oversight and reporting.
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What you get
- A single tracker for all ER cases — grievances, investigations, discipline
- Status, owner, and key-date columns to prevent cases stalling
- An outcome field that builds reporting and trend analysis
- A confidential, audit-ready record of every case
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
How to use this log
Maintain one confidential master log of all employee relations cases. Use a unique reference per case, keep status and next actions current, and restrict access to authorised HR staff only. The log doubles as your management report and trend-analysis source.
Case log
| Case ref | Date opened | Type | Department | Owner | Status | Next action / date | Outcome | Date closed |
|---|---|---|---|---|---|---|---|---|
| ER-001 | Grievance | Open | ||||||
| ER-002 | Investigation | In progress | ||||||
| ER-003 | Disciplinary | Closed |
Status key
- Open— logged, not yet actioned
- In progress— investigation or process underway
- On hold— awaiting information or external input
- Closed— resolved and documented
Quarterly summary
| Case type | Opened | Closed | Avg days to resolve | Notes / trends |
|---|---|---|---|---|
| Grievance | ||||
| Investigation | ||||
| Disciplinary | ||||
| Conflict / mediation |
Restrict access to authorised HR personnel and store the log securely — it contains highly sensitive personal data. Retain records in line with your data-retention policy and legal requirements, and never use it for purposes beyond case management and reporting.
The preview stops here; the template continues in the download.
How to use this template
- Log every case. Open a row the moment a case is raised, with a unique reference, type, and date opened.
- Keep status current. Update the status and next action after each step so nothing stalls and SLAs are met.
- Record the outcome. Capture the resolution and any actions taken when each case closes.
- Review for trends. Periodically analyse case types, hotspots, and time-to-resolve to spot systemic issues.
Frequently asked questions
Why keep a central employee relations case log?
It prevents cases from stalling, gives leadership visibility, supports consistent handling, and surfaces trends — such as a department with repeated grievances — that you would otherwise miss.
Who should have access to the case log?
Only authorised HR staff. It contains sensitive personal data, so access should be strictly need-to-know and the file stored securely with appropriate permissions.
How long should ER case records be retained?
Follow your data-retention policy and any legal or regulatory requirements for your jurisdiction. Retain long enough to defend decisions and spot patterns, but no longer than legitimately needed.