If the employer or person investigating feels they need more information, they can go back and investigate again.
- try to do this in reasonable time
- tell the employee about any delays completing the investigation
5. Making an investigation report
When there is enough information and the investigation is finished, the employer should have a written report. The employer should share this report with the employee.
For more help writing investigation reports, you can download and use:
If the employer had a person carrying out the investigation for them, that person can give recommendations for next steps, if this was agreed in the investigation plan.
The person investigating must never give an opinion on what the outcome decision should be.
Now they have more information, the employer should check again if the issue can be resolved informally.
Carrying on with the disciplinary or grievance procedure
After an investigation, the employer might find there is no evidence to carry on with the disciplinary or grievance procedure. In this case, they should end the procedure and tell the employee in question there will be no further action.
If the employer finds there is an issue that cannot be resolved informally, they should carry on with the procedure for either: