Conducting Workplace Investigations
Independent Workplace Investigations for Irish-based Employers. Ensuring you are fully compliant with employment legislation and appropriate Codes of Practice is the first step.
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Internal investigations often fail because of:
- Perceived bias or conflict of interest
- Incomplete documentation or poor process
- Legal non-compliance with WRC or Codes of Practice
Even experienced managers can unintentionally compromise outcomes. That’s why bringing in an independent expert makes all the difference – for fairness, credibility, and compliance.
The Adare Process
With each consultancy project, we work through a structured approach which we call: Discover – Develop – Deliver.
This approach allows us to clearly understand your business requirements balanced with the impacted employee(s) statutory, contractual and constitutional rights ensuring we tailor our solution specifically to the appropriate Codes of Practice with compliance, impartiality and best practice to the fore.
We review all relevant documentation, including the complaint, relevant policies and procedures, contracts of employment, and conduct an initial confidential consultation to further understand the issue and scope of the investigation – all of which are required to inform understanding and plan for the process.
We develop a fully compliant terms of reference, communications plan, notification letters, as well as identifying and developing investigatory questions for all parties including witnesses.
Conducting an investigation will inevitably throw up nuances in the context of the specifics complaints and our consultants manage an end-to-end process from interviewing the parties involved, respectfully and impartially, recording all meetings and reviewing all evidence and records to determine on the balance of probability if the complaint is upheld. The final report is then developed with clear findings and conclusions.
Need to conduct a fair, independent and thorough workplace investigation? Mitigate the risks associated with workplace complaints. Safeguard your business reputation in the event the matter progresses to the Workplace Relations Commission.
We were dealing with a complex grievance and didn’t want to make mistakes. Adare led the investigation start to finish, provided us a detailed report, and helped us protect our business and team.
Case Study: Complex Workplace Investigation Involving Multiple Allegations
Company Overview
Industry: Technology
Location: Kildare, Ireland
Employees: 65
1. Triage and Clarification Phase
Adare Consultant analysed the complaint and assessed that the issues should be treated separately under the anti-bullying policy and grievance procedure. Adare recommended that the company’s HR Manager held a preliminary clarification meeting with the complainant to clarify the complaint and discuss and agree, if needed, the separation of the issues. Following the clarification meeting the complainant agreed that the complaint involved:
- Allegations of bullying and targeted exclusion (against Manager A)
- Concerns about unfair treatment of promotional opportunities (against Manager B)
As such, the case was categorised as a formal workplace investigation under the Dignity at Work policy, while the second matter relating to the promotion complaint was treated as a grievance and managed under the grievance policy.
2. Investigator Appointment
Two separate Adare Consultants were then appointed to ensure neutrality, given the involvement of two senior staff. Separate Terms of Reference were developed to cover:
- Allegations of bullying by Manager A
- Allegations of unfair promotional treatment by Manager B
- Impact on the complainant’s career progression
3. Process Execution
The investigators conducted:
- 6 confidential interviews (complainant, Manager A, witnesses) under the Dignity at Work policy
- 5 confidential interviews (complainant, Manager B, HR as witnesses) under the Grievance policy
- Review of emails, meeting notes, project records, and all promotional process evidence
- Analysis of all documentation
- Development of separate reports
Outcome
The investigators’ final reports found:
- Bullying allegations against Manager A were partially upheld, including public undermining and disproportionate criticism not applied to other staff
- Allegations against Manager B (unfair promotional treatment) were not upheld — there was insufficient evidence of breach of process or unfair treatment as the complainant had not been included in a development programme, but the decision was based on objectively scored competency reviews.
Value and Impact
- The management of these cases reinforced commitment to fair and respectful leadership culture
- Both investigations were handled transparently, avoiding WRC claims or legal escalation
- Complainant expressed appreciation for the process, despite mixed outcomes
- Identified gaps in career development communication, leading to policy revision
This case illustrates how complex complaints – involving both bullying and grievance issues, and multiple managers require a carefully scoped, independent, and well-structured investigation process.
Clarity at intake, solid terms of reference, and compliant oversight for both investigations throughout helped ensure fairness for all parties while preserving internal trust and credibility.