Ongoing support
HR SubscriptionHR AdvisoryHR OutsourcingFractional HRPay As You GoSpecialist HR
Employee RelationsRedundancy & RestructuringTUPEHR ProjectsWorkforce PlanningPeople & payroll
Talent AcquisitionOnboarding & OffboardingPayrollHR issues
DisciplinariesGrievancesAppealsLong-Term SicknessWorkplace InvestigationsBullying & HarassmentEmployment Rights Act 2025View all HR services →Home / HR Services / Workplace Investigations
Independent Workplace Investigations
Fair, thorough and independent investigations into misconduct, grievances, bullying, harassment and whistleblowing concerns, with a clear report you can rely on.
Investigation support
Get the Facts Right Before You Decide
A fair decision starts with a fair investigation. If the facts aren’t properly established, even the right outcome can be found unfair at a tribunal.
Clearpath UK carries out independent, impartial workplace investigations, or supports your managers to run their own. We plan the investigation, interview the people involved, review the evidence and give you a clear, well-reasoned report.
Choosing the right approach
Internal or Independent Investigation?
Many investigations can be run internally with the right support. Others need someone completely independent. We help you decide.
Internal investigation
A trained manager investigates, with HR guidance on planning, interviews and the report.
WHAT TO KNOW
Independent investigation
An external investigator with no connection to the people involved carries out the whole investigation.
WHAT TO KNOW
How we support you
How We Come In and Support You
Choose how involved we are, from coaching your investigating manager to carrying out the whole investigation independently.
We advise
Your manager investigates, we support
Expert guidance on planning, interviewing and reaching findings.
- Investigation plan and terms of reference
- Interview question plans
- Advice whenever questions come up
We guide
We work alongside your investigator
An HR adviser helps plan the investigation and write the report.
- Everything in We advise
- Support at key interviews
- Report drafting and review
We investigate for you
Fully independent
An independent investigator carries out the whole investigation, on site or remotely.
- Everything in We guide
- All interviews carried out for you
- Full written investigation report
Step by step
A Fair Investigation: Before, During and After
Most investigations follow the same stages. Handling each one carefully is what makes the findings credible.
Planning
Gathering evidence
The report
Avoid costly mistakes
Common Investigation Pitfalls
Most unfair dismissal claims that succeed on process come down to the investigation. These are the mistakes we see most.
The investigator establishes the facts and makes findings. A different manager should then decide what action to take at a separate hearing.
Unclear terms of reference
Without a clear scope, investigations drift, miss key issues or take far longer than they should.
Unreasonable delay
Long delays affect memories, add stress and can make the process look unfair.
Missing key witnesses
Failing to speak to people who could support the employee’s account can undermine the whole investigation.
Pre-judging the outcome
Leading questions or a fixed view from the start will be picked apart at a tribunal.
Poor records
Incomplete notes and missing evidence make findings hard to defend.
Breaking confidentiality
Sharing information too widely can damage trust and lead to further complaints.
What we investigate
Investigations We Carry Out
Our independent investigators handle a wide range of workplace concerns, big and small.
Bullying and harassment
Including sexual harassment and harassment by customers or other third parties, handled sensitively and confidentially.
Misconduct allegations
Investigations to establish the facts before a disciplinary hearing.
Grievances
Independent investigation of complaints raised by employees.
Whistleblowing concerns
Careful investigation of concerns about wrongdoing, protecting everyone involved.
Senior staff and directors
Complaints about senior people, where an independent investigator is essential.
What we deliver
Your Investigation Toolkit
Whichever level of support you choose, we can prepare every document you need, tailored to your business and ready to use.
Impartial · Confidential · Clearly reportedYou may also need
Related Services
Recognized by the best
Clients Trust Clearpath UK.
Here are some of the renowned companies we have had the privilege of partnering with.
What Our Clients Say
First Class in Every Aspect
“Absolutely first class with help in every aspect of my business. The knowledge and time invested in me and my business has been exceptional.”
Kept Informed Throughout
“I had an excellent experience with Clearpath. The team was professional, supportive, and kept me informed throughout the recruitment process.”
Long-Term Sickness Resolved
“We spoke to Clearpath in relation to one of our staff who was on long term sick, Clearpath supported us with our difficulties and provided a resolution. Highly recommended.”
Let’s Get Started: Contact Clearpath UK Today
Ready to create a positive, high-performance work environment? Contact our expert team to discuss how we can help.
Book your free consultation today — we’re excited to help your business thrive.
Get in touch
Speak to an Adviser
Whether it’s HR, employment law or health & safety, tell us what you need and one of our advisers will get back to you, usually within one working day.
Send us a message
No obligation. We never share your details.
Thanks, your message is in.
One of our advisers will be in touch shortly. If it’s urgent, call us on 020 3773 0992.
Other ways to reach us
Frequently Asked Questions
When should we use an independent investigator?
When allegations are serious or complex, involve senior staff, or there’s a risk of bias or conflict of interest. An independent investigator also frees up your managers’ time.
How long does a workplace investigation take?
It depends on the number of allegations and witnesses. Straightforward cases can take days, while complex ones may take several weeks. We agree a realistic timeline at the start.
Does the investigator decide the outcome?
No. The investigator establishes the facts and makes findings. A separate manager then decides what action to take at a hearing.
Can employees be accompanied at investigation meetings?
There’s no legal right to be accompanied at an investigation meeting, although your policy may allow it and it can help in sensitive cases.
Will the investigation be confidential?
Yes. We handle every investigation confidentially and share information only with those who need it, while making sure the employee can respond to the evidence at any hearing.