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Professional Grievance Investigation

A Tell Jane grievance investigation helps organisations understand and respond to employee concerns fairly, objectively and with confidence. We focus on a clear and fair process, providing robust evidence that helps you make a decision on next steps.

We review the process throughout. And at anytime will suggest where an informal resolution is better.

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Our grievance investigations help you respond to employee-raised concerns in a structured way. They are different to disciplinary investigations which are employer-led allegations of misconduct. We specialise in complex and sensitive issues. We have a reputation as specialists in discrimination, bullying and harassment too.

When employees raise formal complaints you need a clear grievance investigation process. You need professional investigators to establish facts. This way you’ll be sure you have all the information to make an informed decision.

With our CIPD-qualified investigators, you get the facts and information you need. Your organisation can make a reasonable decision with full confidence.

Tell Jane matches investigators to your sector. You get both experience and specialism. We follow your company procedures. And we support fair outcomes that maintains trust in your employee grievance handling.

Organisations across the world use Tell Jane as their impartial third party investigators. Our investigations are objective, robust and transparent. They help you make decisions with confidence in the evidence.

What we do

What Is a Grievance Investigation?

A grievance investigation is a formal process that examines concerns raised by employees.

The purpose is to gather information, review evidence, and establish facts. The organisation can then make a reasonable decision on how to respond. Evidence is on the balance of probabilities, that is that it’s more likely to have happened than not.

We know that acting with speed is important. Delays in any HR grievance procedure can affect evidence and increase workplace tension. It can damage trust in your process.

Grievance investigations may involve:
  • complaints about bullying or harassment complaints
  • discrimination
  • deteriorating workplace relationships
  • complaints about management
  • unfair treatment
  • workplace behaviour

Free guide

Blueprint 
to reduce 
grievances

A Blueprint to Reduce Workplace Grievances and Disciplinaries

Download our free practical guide to preventing and reducing formal cases in the workplace. Packed with strategies and tools, the blueprint covers everything from spotting early warning signs and handling concerns informally, to strengthening culture and leadership practices that stop issues escalating.

Get your free blueprint

Fair Procedure

When Should You Start a Grievance Investigation?

You need to follow a fair grievance procedure in the UK and an investigation is part of this. But not every workplace concern requires a formal grievance investigation. Tell Jane can help you decide whether an investigation is right.

It’s always best to try informal conversations, mediation, or management support first. But for serious matters, or formal complaints, a grievance investigation is usually needed.

Whilst some concerns require a formal investigation, others may be resolved through facilitated conversations, mediation or management intervention.
When appropriate we help organisations determine the most appropriate route, reducing unnecessary escalation wherever possible.

Tell Jane’s grievance investigations help you manage workplace disputes before issues escalate further.

We look at each situation on its merits. But you might begin a workplace grievance investigation where:
  • an employee has raised a formal grievance
  • there are concerns of bullying, harassment, or discrimination
  • workplace relationships have broken down
  • employees believe treatment was unfair
  • matters relating to management decisions or workplace conduct

Why Grievance Investigations Matter

A poorly handled grievance investigation is one of the biggest reasons for escalation. Without a fair process,you risk legal and reputational problems.

Employees get the opportunity to raise concerns and explain their experiences. And before you make a decision.

Tell Jane’s structured employee grievance handling helps you:
  • establish facts and highlight what can’t be established
  • handle employee concerns
  • allow well-supported decisions
  • reduce the risk of bias
  • protect workplace culture and working relationships
  • provide consistency
  • clear documentation and evidence

Process

The Grievance Investigation Process

Reviewing the Grievance
Appointing Our Investigators
Gathering Information and Evidence
Interviewing Employees and Witnesses
Reviewing Findings
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Procedure

Fairness, Confidentiality, and Employee Trust

An HR grievance procedure should be fair for everyone involved.

We know employees should feel their concerns are being taken seriously. This approach protects your organisation from accusations of bias too.

Confidentiality is also important throughout. Tell Jane has a reputation for handling sensitive issues. We handle information with care and confidentiality. We work to protect employees, we understand business risk and can reduce disruption.

Investigation Reports and Documentation

After the investigation we provide a detailed investigation report. It provides a clear record of the process and findings including:
  • a summary of the grievance
  • investigation steps taken
  • evidence reviewed
  • witness information
  • findings based on the evidence – and what could not be proven

Our reports are factual and balanced. And they are robust, so you have full confidence in your decisions. Our investigators avoid personal opinions or assumptions. And our reports provide clear evidence. This way your organisation can decide how to respond.

Tell Jane don’t just resolve issues, they help you understand them. Their approach is calm, rigorous and deeply human, turning challenging situations into an opportunity for real cultural change.

Jessica Bacon, 
CEO, Swineford Media

ACAS Guidance
and Procedural 
Standards

You should follow the ACAS Code of Practice on Disciplinary and Grievance Procedures.

The ACAS Code is not legally-binding. But employment tribunals will look at whether employers followed the guidance. Not following guidance and improper investigations are the main reasons for legal failure.

A fair grievance procedure also helps employees feel concerns are being taken seriously.

What Happens After the Investigation?

Once the grievance investigation is complete, you may decide:
  • the grievance is upheld
  • the grievance is upheld in part
  • no further action
  • mediation or management support may help resolve issues
  • workplace changes or further action may be necessary
Employees should receive a clear explanation of the outcome and any next steps.

But Tell Jane helps you throughout the process.

Common Mistakes During  Grievance Investigations

When disciplinary investigations are poorly managed you risk extra problems:

  • Common mistakes include:
    • delays in responding to grievances
    • weak documentation or incomplete evidence
    • allowing personal opinions to affect findings
    • poor communication with employees
    • lack of confidentiality
    • failing to support employees during the process
    • failing to follow company procedures with consistence
    • A clear and structured grievance investigation process helps organisations avoid these issues.

Why us?

Why Organisations Choose Tell Jane

Our consultants are experienced employee relations specialists who regularly handle complex grievances involving bullying, harassment, discrimination, relationship breakdowns and workplace conflict. They are CIPD-qualified and have experience across a wide range of workplace environments.

We deliver fair workplace procedures and build in well-supported decision-making. We’ll help you identify the right approach for your organisation and situation.

Clients choose Tell Jane because we understand both the evidence and the people involved.

Get in touch

Speak to us About Grievance Investigations

Arrange your employee grievance handling with Tell Jane. Find out how our professional workplace grievance process can support you. Get expert support for employee complaints and workplace concerns.

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FAQ’s

What is a grievance investigation?

A grievance investigation is a formal process . It’s used to fact-find when employees raise complaints or concerns. A grievance investigation gives your organisation the evidence to make decisions. It’s different to an employee led investigation.

What is the purpose of a grievance investigation?

With a grievance procedure UK, is a fact-finding exercise. The purpose is to gather evidence, and establish facts following an allegation. The evidence helps organisations respond to employee concerns with fairness.

When should an employer start a grievance investigation?

A grievance investigation is usually required where concerns are serious or ongoing. Or if they have been raised by an employee.

What happens after a HR grievance procedure?

Once the investigation is complete, your organisation has evidence to make a decision. This is why robust evidence is key. The organisation may decide on no further action, mediation, or workplace changes. It may progress the matter to a grievance hearing.

Who should carry out a grievance investigation?

The investigator should be impartial. They should not have prior involvement in the matter. This can be hard in smaller companies where the layer of management is thin.

Can we use mediation during a grievance process?

Mediation may help resolve workplace relationship issues alongside the investigation. Or after the grievance investigation process. It’s always best to find a resolution before any formal process starts. And this can be introduced at any stage, where our investigators feel it’s appropriate.

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