When an issue arises in the workplace—be it misconduct, harassment, or a breach of company policy—a clear, structured HR investigation is essential. Done correctly, it helps protect your team, uphold fairness, and ensure compliance with Irish employment law.
At PurpleTree, we support SMEs across Ireland with workplace investigations ranging from minor disputes to serious allegations. Our hands-on approach ensures business owners and managers are not left navigating difficult situations alone.
Here’s a practical guide to running an HR investigation that’s professional, compliant, and fair for everyone involved.
An HR investigation is a formal process used to explore workplace complaints or concerns. This may involve:
The investigation aims to uncover facts, determine whether policies have been breached, and decide what action—if any—is required. It must be carried out impartially, confidentially, and in line with your disciplinary and grievance procedures.
Our senior team, including Seán, who leads on workplace mediation and industrial relations, regularly supports clients through sensitive investigations and resolution strategies.
An investigation isn’t just a box-ticking exercise. It helps:
A poor or biased investigation can lead to claims of unfair dismissal or discrimination—so it’s crucial to get it right.
Not every complaint warrants a full formal investigation. However, you should consider one when:
Mary, our Legal Counsel, advises that formal investigations are vital when there’s potential legal exposure or where employees are at risk. We also help SMEs decide when informal resolution is more appropriate.
Clarify the issue. Is it a grievance? A misconduct concern? A health and safety risk? Take immediate safeguarding steps if necessary—such as suspending access to systems or removing individuals from the work environment.
Choose someone impartial. This could be a line manager, HR professional, or in sensitive cases, an external investigator (which we can provide). Avoid anyone with a prior personal or professional involvement in the matter.
Define the scope. What are you investigating? What policies may have been breached? Who are the relevant people to speak with? Set a realistic timeline and clarify confidentiality expectations.
Interview the complainant, witnesses, and the individual(s) subject to the complaint. Keep the tone professional, the questions open-ended, and the records detailed and factual. Collect all relevant documents—emails, CCTV footage, call logs, prior complaints, etc.
Once all information is gathered, review it objectively. Has there been a breach of policy or law? If yes, what next steps are appropriate—verbal warning, formal disciplinary, or dismissal?
Document your findings and reasoning. Inform the involved parties of the outcome clearly and respectfully. Maintain confidentiality throughout.
Implement disciplinary action (if necessary) and update policies or training programmes if the investigation revealed systemic gaps. Consider mediation, coaching, or further support for the team.
Check in with affected staff. Has the issue been resolved? Is further support required? This final step helps rebuild trust and shows that you take concerns seriously.
Delays allow tension to build and risk evidence being lost. Begin the process as soon as reasonably possible.
Only those directly involved should know the details. Gossip or speculation can damage morale and expose you legally.
Every SME should have a clearly documented grievance and disciplinary policy. We help our clients build compliant, plain-English policies tailored to the Irish legal landscape.
Investigators must keep personal opinions and bias out of the process. If neutrality is in doubt, bring in an external professional.
Clear, dated records of interviews, decisions, and evidence help protect your business and demonstrate fairness if your process is challenged.
Not every issue requires a full investigation. For example:
In these cases, we often recommend mediation or structured informal resolution—especially if both parties are willing to find common ground. Our advisors, including Seán, offer mediation services to resolve conflict before it escalates.
Running a workplace investigation can feel daunting—but you don’t have to manage it alone.
At PurpleTree, we guide Irish SMEs through the entire process: from reviewing the complaint to managing disciplinary outcomes or supporting tribunal preparation (if required). Our team combines legal knowledge with real-world HR experience to help you make confident, fair, and compliant decisions.
Whether you need external investigators, policy templates, or just some advice on how to handle a delicate issue, we’re here to help.
Contact PurpleTree today for confidential guidance or to arrange a consultation with one of our senior advisors.
