Workplace and Corporate Investigation Training for HR Professionals and Managers

Training That Reflects How Investigations Actually Work in Practice

Workplace investigations are among the most demanding responsibilities in HR. When allegations are serious, relationships are strained and the organisation needs clarity quickly and fairly, the quality of the investigation determines everything that follows: the fairness of any disciplinary outcome, the confidence of those involved in the process, and the organisation’s ability to defend that process if it is later challenged in an employment tribunal.

Poor investigations expose organisations to significant legal risk. Flawed processes, inconsistent evidence-gathering, unconvincing credibility assessments and poorly reasoned reports are among the most common grounds on which tribunal claims succeed, even where the underlying decision was substantively correct.

This training is designed to address that risk directly, by giving HR professionals, managers and internal investigators the practical skills and frameworks they need to conduct investigations that are fair, thorough and defensible.

Why This Training Is Different

Most investigation training is delivered by HR consultants or trainers with an HR background. This training is delivered by a practising barrister, accredited workplace investigator and part-time judge who has conducted investigations involving up to 68 allegations and evidence bundles exceeding 1,000 pages, and whose investigation reports are quality assured by a Crown Court Judge before delivery.

That experience shapes the training in a way that conventional HR-based training cannot replicate. I know how investigation reports are scrutinised in employment tribunal proceedings because I have seen it happen. I know what makes an interview effective and what makes it unreliable because I have interviewed thousands of witnesses and evaluated their evidence as a judge. I know what credibility assessments need to contain to withstand challenge because I make those assessments professionally in my own investigations and in my judicial role.

The training translates that experience into practical guidance that participants can apply immediately in their own investigations.

Who This Training Is For

The training is designed for HR directors and HR managers responsible for commissioning and overseeing workplace investigations, internal investigators conducting investigations on behalf of their organisation, managers responsible for conducting disciplinary and grievance investigations, HR teams that want to develop a consistent and legally sound internal investigation capability, and governance, compliance and legal teams with investigation responsibilities. It is also suitable for organisations in regulated sectors where investigation quality is subject to external scrutiny.

The training is suitable for those with no previous investigation experience as well as for more experienced practitioners who want to sharpen their skills and ensure their approach is legally robust.

What the Training Covers

Planning and scoping the investigation

How to define the terms of reference clearly, identify the allegations that need to be investigated, scope the investigation appropriately for the seriousness of the matter, and plan the process from the outset in a way that is fair to all parties and efficient for the organisation. Common planning errors and how to avoid them.

Drafting allegations clearly and fairly

How to frame allegations with sufficient precision that the subject knows the case they have to answer, without over-specifying or under-specifying in ways that create procedural problems later. The difference between an allegation and a finding, and why that distinction matters throughout the process.

Conducting effective witness interviews

How to structure investigative interviews, how to question witnesses effectively without leading or coaching them, how to handle reluctant or hostile witnesses, how to manage the interview record, and how to ensure that the interview process is fair and consistent across all witnesses. The importance of audio recording and verbatim transcripts.

Evaluating evidence and assessing credibility

This is the core skill that most internal investigators find most difficult, and where most investigation reports are weakest. How to assess the credibility and reliability of witness accounts using structured criteria rather than instinct. How to analyse inconsistencies, consider corroboration, evaluate documentary evidence alongside oral accounts, and reach findings that are grounded in evidence rather than impression. How to avoid confirmation bias and premature conclusions. How a judge or tribunal will approach the same assessment, and what that means for how investigation reports should be written.

Producing clear and defensible investigation reports

How to structure an investigation report, how to present findings clearly and logically, how to explain credibility assessments in a way that is transparent and reasoned, and how to make recommendations that are proportionate and supported by the evidence. Common report-writing failures and the tribunal scrutiny they attract.

Chairing grievance and disciplinary hearings

Where relevant to participants’ roles, the training can extend to cover how to chair grievance, disciplinary and appeal hearings fairly and effectively, including how to manage the hearing process, question parties and witnesses, assess evidence, and reach and record decisions that are defensible under appeal. This element draws on the same Judgecraft framework I apply in my own role as independent grievance and disciplinary chair.

Programme Formats

Half-day introduction to workplace investigation

A practical introduction to the investigation process for participants who are new to investigations or who want a structured overview of best practice. Covers the core principles of planning, interviewing, evidence evaluation and report writing. Suitable as a standalone programme or as a foundation for the full-day workshop.

Full-day investigation skills workshop

A more detailed programme for practitioners who conduct investigations regularly or who need a deeper understanding of the skills involved. Includes practical exercises, case study discussions, interview technique practice and detailed coverage of credibility assessment and report writing. This is the format most organisations choose when building or strengthening internal investigation capability.

Bespoke in-house programmes

Tailored training designed around your organisation’s specific context, sector, investigation framework and the particular challenges your team faces. This may be delivered across multiple sessions and can incorporate your own case examples, investigation templates and internal policies. Particularly suitable for larger organisations, regulated sectors and those with ongoing investigation programmes.

Combined investigation and hearing training

A programme covering both the investigation process and the chairing of subsequent disciplinary and grievance hearings, designed for organisations that want end-to-end internal capability. This format is particularly valuable where the same HR professionals or managers are responsible for both stages.

Supporting Materials

Participants typically receive a copy of my book The Workplace and Corporate Investigator’s Handbook as a practical reference alongside the training. The book covers the full investigation process in detail, from planning and interviewing through to evidence evaluation and report writing, and is designed for exactly the audience this training serves. Many participants find it useful both during and after the training as an ongoing reference for their investigation work.

See all books.

Related Services

Organisations that commission investigation training sometimes also use my independent workplace investigator service for matters that require external investigation, and my independent grievance and disciplinary chair service for hearings that require external chairing. The two approaches, building internal capability through training while retaining access to external expertise for the most complex or sensitive matters, complement each other well and represent a practical and cost-effective approach to investigation governance.

If your organisation also needs to prepare employees to give evidence in tribunal or court proceedings, my witness familiarisation training programme addresses that need directly.

Frequently Asked Questions

Is this training suitable for people with no previous investigation experience?

Yes. The training is designed to be accessible to those who are new to investigations as well as to more experienced practitioners. The half-day introduction is particularly well suited to those coming to investigations for the first time, while the full-day workshop and bespoke programmes provide more depth for those with existing experience.

Can the training be tailored to our sector or organisation?

Yes. All programmes can be adapted to reflect your sector, the types of allegations your organisation typically deals with, your internal investigation framework and policies, and the seniority and experience of participants. Contact me to discuss your specific requirements.

Can the training be delivered remotely?

Yes. Training can be delivered in person at your organisation’s premises or remotely via video conference. Both formats are effective, though in-person delivery is generally preferable for the full-day workshop and bespoke programmes where practical exercises and group discussion play a larger role.

How many participants can attend a session?

Group size depends on the format and the organisation’s preferences. Smaller groups typically allow for more interactive discussion and practical exercise. Contact me to discuss what works best for your situation.

Do participants receive anything after the training?

Participants typically receive a copy of The Workplace and Corporate Investigator’s Handbook as a practical ongoing reference. Follow-up support can also be arranged for organisations that want access to advice as their teams begin applying the skills in practice.

Can you also conduct investigations for us externally?

Yes. In addition to training, I conduct independent external workplace investigations for organisations that need an external investigator for complex, sensitive or high-profile matters. Many organisations use both services: training to build internal capability and external investigation for matters where independence is critical.

Do you work outside London?

Yes. I am based in London but deliver training throughout the United Kingdom and will travel as required. Remote delivery is also available.

Take the Next Step

If you would like to discuss workplace investigation training for your organisation, I would be glad to help. Contact me to outline your requirements and I will provide a clear proposal for a programme tailored to your needs.

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