Investigating bullying and harassment – a checklist

With the increased number of complaints going to Employment Tribunals, never has it been more important that companies investigate formal complaints of bullying and harassment in a robust and fair manner.

Jean Kelly Consultancy has developed a checklist so that companies can be sure that their investigation procedures are fit for purpose.

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Jean Kelly, whose company has investigated more than 70 formal complaints of harassment, bullying, discrimination and victimisation, says investigation procedures should cover issues such as:

• reasonable time scales (if they are too short, you are bound to fail!),


• who will investigate and who will take notes,


• the right to be accompanied/represented


• how notes will be signed off and circulated,


• the submission of written statements,


• whether there will be full disclosure of evidence,


• who will make the findings,


• who will be eligible to read the final report,


• grounds and timescales for appeal.

“If investigators have a consistent and robust procedure when investigating formal complaints of harassment, bullying, discrimination and/or victimisation,” Jean adds, “their findings are more likely to be fair, transparent and less likely to be appealed.”