Workplace Investigation Template
A workplace investigation template covering scope, interviews, evidence, findings, and recommendations so HR runs fair, thorough, and well-documented investigations.
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What you get
- An investigation plan with scope, allegations, and parties
- Interview and evidence logs to keep the process organised
- A findings-and-recommendations framework based on the balance of evidence
- A confidentiality and documentation standard you can defend
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Case details
- Case reference number
- Investigator name & role
- Date opened
- Complainant
Scope & allegations
State each allegation separately and specifically. Define what the investigation will and will not cover, and confirm any interim measures (such as suspension or separation of the parties) taken to protect those involved.
Investigation steps
- 1.Confirm scope and allegations with the decision-maker
- 2.Identify witnesses and relevant evidence
- 3.Interview the complainant, witnesses, then the respondent
- 4.Gather and review documents, messages, and records
Interview log
| Interviewee | Role | Date | Key points / statement reference |
|---|
Evidence log
| Evidence item | Source | Date collected | Relevance to allegation |
|---|
The preview stops here; the template continues in the download.
How to use this template
- Define the scope. Document the specific allegations, who is involved, and the policies potentially breached before you begin.
- Plan and interview. List witnesses, prepare questions, and use the interview log to record statements consistently and confidentially.
- Weigh the evidence. Assess findings on the balance of probabilities, distinguishing fact from opinion and corroborated from uncorroborated claims.
- Report and recommend. Summarise findings against each allegation and recommend proportionate next steps for the decision-maker.
Frequently asked questions
Who should conduct a workplace investigation?
An impartial person with no stake in the outcome — typically HR or an external investigator. To keep the process fair, the investigator should not also be the disciplinary decision-maker.
What standard of proof applies?
Workplace investigations use the balance of probabilities — whether it is more likely than not that the conduct occurred — rather than the criminal 'beyond reasonable doubt' standard.
How do I keep an investigation confidential?
Share information strictly on a need-to-know basis, store evidence securely, remind participants not to discuss the case, and protect everyone involved from retaliation.