--- title: "Employee Relations: 8 Tips for Conducting an HR Investigation" description: Have employee misconduct allegations been reported at your business? Conducting an HR investigation is a must. Here's how to get started and what to know. image: https://blog.axcethr.com/hubfs/hr-investigation-_1200-%C3%97-628-px_%20(1).webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - [About PEOs](https://www.axcethr.com/why-axcet/about-peos/) - [PEO Cost](https://www.axcethr.com/peo-cost/) - [Switching PEOs](https://www.axcethr.com/switching-peos/) - [Certified PEO](https://www.axcethr.com/why-axcet/certified-peo/) - [HR Outsource Options](https://www.axcethr.com/why-axcet/outsourcing-options/) - [Client Reviews](https://www.axcethr.com/why-axcet/client-reviews/) - [PEO Services](https://www.axcethr.com/services/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Workers' Comp. and Employee Safety Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Expertise](https://www.axcethr.com/expertise/) - [PEO Expertise You Can Trust](https://www.axcethr.com/expertise/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [Subscribe to the Blog](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Blog](https://blog.axcethr.com) - [Schedule a Consultation](https://www.axcethr.com/schedule-consultation/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Client Reviews](https://www.axcethr.com/why-axcet/client-reviews/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - [About PEOs](https://www.axcethr.com/why-axcet/about-peos/) - [Certified PEO](https://www.axcethr.com/why-axcet/certified-peo/) - [Options to Outsource Human Resources](https://www.axcethr.com/why-axcet/outsourcing-options/) - [Services](https://www.axcethr.com/services/) - [Complete List of Services](https://www.axcethr.com/services/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Risk Management](https://www.axcethr.com/services/risk-management/) - [Payroll Administration](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Expertise](https://www.axcethr.com/expertise/) - [Expertise You Can Trust](https://www.axcethr.com/expertise/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [Blog](https://blog.axcethr.com/) - [Subscribe to the Blog](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [About Us](https://www.axcethr.com/about-us/) - [Community Involvement](https://www.axcethr.com/about-us/community-involvement/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![fuel-blog-logo](https://blog.axcethr.com/hs-fs/hubfs/fuel-blog-logo.png?width=310&height=97&name=fuel-blog-logo.png)](https://blog.axcethr.com) Filter Blog by Topic - [Human Resources](https://blog.axcethr.com/topic/human-resources) - [Payroll Administration](https://blog.axcethr.com/topic/payroll-administration) - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) Play Audio Employee Relations: 8 Tips for Conducting an HR Investigation 4:52 # Employee Relations: 8 Tips for Conducting an HR Investigation By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Apr 06, 2023](https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation) 3 min read [0 comment(s)](https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation](whatsapp://send?text=https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation) - [mailto:?subject=Employee%20Relations:%208%20Tips%20for%20Conducting%20an%20HR%20Investigation&body=https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation](mailto:?subject=Employee%20Relations:%208%20Tips%20for%20Conducting%20an%20HR%20Investigation&body=https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation) ![hr-investigation (1)](https://blog.axcethr.com/hs-fs/hubfs/hr-investigation%20(1).webp?width=1200&height=800&name=hr-investigation%20(1).webp) When suspected wrongdoing, misconduct or accusations of either one raise the need for an HR investigation into employee relations issues, companies find themselves in the difficult position of playing detective, judge and jury. Company leaders have to act fast to conduct an investigation that prevents a bad situation from getting worse.  An internal employee relations investigation and its outcome could save an employer from having to pay thousands of dollars in fines or legal costs for retaliation, [harassment](https://blog.axcethr.com/hr-investigations-how-to-investigate-an-employee-harassment-complaint),[discrimination](https://blog.axcethr.com/an-employee-makes-a-racial-discrimination-claim-now-what) or other [claims](https://blog.axcethr.com/eight-mistakes-companies-make-when-the-eeoc-comes-knocking), especially when organizations follow a structured approach to identifying and addressing [workplace harassment](https://blog.axcethr.com/harassment-in-the-workplace)throughout the investigation process. So, it’s important to understand how to properly investigate employee allegations of misconduct.   RELATED: [Six Types of Harassment in the Workplace >>](https://blog.axcethr.com/not-on-my-watch-six-types-of-harassment-in-the-workplace) ## HR Investigations: A Guide Companies should act promptly, thoroughly and as objectively as possible. Following this eight-step process will yield the best results:  ## Don’t Delay Management’s failure to intervene quickly invites the escalation of problems. Taking proactive, timely action leads to the resolution of the issues and helps your company avoid litigation. It also instills trust in the[organization’s leadership](https://blog.axcethr.com/handling-employee-complaints-against-a-manager) by ensuring employees that company leaders care about doing the right thing.  ## Get the Facts Gather evidence and any information that can help determine the full picture of what happened. That means:  - Reviewing relevant records, emails, texts and company policies;  - Identifying and interviewing people with knowledge of the situation; and  - Ensuring the investigation is conducted by a person or team of people who are experienced in the process.  - Ensuring impartiality of the investigator or investigating team.  [![When Employees Harass Co Workers on Social Media](https://no-cache.hubspot.com/cta/default/2652187/8a84d578-aeef-44a9-b43d-45335a6435e2.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/8a84d578-aeef-44a9-b43d-45335a6435e2) ## Ensure Integrity   Vigilantly protect the witnesses and the investigative process from manipulation and retaliation. Members of the investigating team, in particular, must be able to enter the process with open minds, setting aside any preconceived perceptions and maintaining impartiality.  ## Emphasize Confidentiality   Avoid promising absolute confidentiality of the complainant, [alleged perpetrator](https://blog.axcethr.com/employers-are-obligated-to-prevent-and-respond-to-workplace-bullying) or witness statements, because the parties involved may leak details despite being told not to. However, in no uncertain terms, make clear to witnesses, interviewers, management and anyone else involved in the investigation that information is to be disclosed only to those who need to know it and that sharing it with anyone else is not permitted.    RELATED: [Employers Are Obligated to Prevent & Respond to Workplace Bullying >>](https://blog.axcethr.com/employers-are-obligated-to-prevent-and-respond-to-workplace-bullying) ## Don’t Go It Alone  Seek counsel from HR professionals like those at Axcet HR Solutions. These experienced consultants have helped guide dozens of small businesses through HR investigations. They can prevent you from making missteps that could come back to hurt your company, as well as advising when it’s time to bring in legal counsel.   ## Conduct Interviews  When you talk to people with knowledge of the situation, explore the witness’s version of the facts or circumstances, identify critical details and confirm your understanding of the information they share.  ## Chase the Truth Remember that the ultimate investigative goals are to give people a fair opportunity to respond, arrive at the probable truth and resolve the situation as quickly and effectively as possible. To accomplish that, keep in mind the consistency and plausibility of all the evidence. Consider any possible bias or motivation to lie, as well as the overall weight of the evidence.  Do not rush to a non-determination finding, where you decide you are unable to conclude what happened. Because, unlike in a court of law, the key question an investigator looking into workplace misconduct has to answer is what conclusion is more likely true than not based on a review of the available evidence.   [![how to investigate an employee harassment complaint](https://no-cache.hubspot.com/cta/default/2652187/94811065-5ba5-4f0c-b9c4-a1d7a90db2b0.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/94811065-5ba5-4f0c-b9c4-a1d7a90db2b0) ## Complete Post-Investigation Analysis and Follow-Up  Based on what the HR investigation shows is appropriate, take action to address the misconduct that prompted the process in the first place, including any findings of [harassment in the workplace.](https://blog.axcethr.com/harassment-in-the-workplace) Schedule periodic check-ins with the parties directly affected by your findings to ensure the corrective actions are working. Also, take time to evaluate how the company handled the investigation. Learn from any missteps. Identify and implement changes that will help prevent similar issues going forward.  As an employer, using this nine-step checklist for workplace investigations will help limit your organization’s [legal exposure](https://blog.axcethr.com/when-employees-harass-coworkers-on-social-media-the-employer-may-be-liable) while promoting the equitable treatment of everyone in the workplace. These recommendations will guide your small business through a natural progression of the investigative process to a fair and accurate conclusion.  Keep this eight-pronged approach close at hand to minimize liability, protect employees and preserve your [organization’s reputation](https://blog.axcethr.com/the-high-cost-of-sexual-harassment). [![Employee Relations](https://no-cache.hubspot.com/cta/default/2652187/0eeaef73-dcb0-4697-a04f-6d3b530fe898.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/0eeaef73-dcb0-4697-a04f-6d3b530fe898)  [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Work-Life Balance Trumps Salary When It Comes to Retaining Attorneys ![improve lawyer work-life balance to reduce turnover](https://blog.axcethr.com/hubfs/work-life-balance-issues-lawyers-_1200-%C3%97-628-px_%20(1).webp)](https://blog.axcethr.com/improve-lawyer-work-life-balance-to-reduce-turnover) #### [![business core values and culture fit](https://blog.axcethr.com/hubfs/business-core-values-and-culture-fit-_1200-%C3%97-628-px_%20(1).webp) A Simple Process Reveals Whether Employees Are the Right Culture Fit](https://blog.axcethr.com/how-to-use-business-core-values-to-determine-culture-fit) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2026-08-23T23:12:34.625Z", "datePublished" : "2023-04-06T19:10:59.000Z", "headline" : "Employee Relations: 8 Tips for Conducting an HR Investigation", "image" : [ "https://blog.axcethr.com/hubfs/hr-investigation-_1200-%C3%97-628-px_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. Founded in Kansas City in 1988 with 35+ years of expertise.", "foundingDate" : "1988", "foundingLocation" : { "@type" : "Place", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" } }, "hasOfferCatalog" : { "@type" : "OfferCatalog", "itemListElement" : [ { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Comprehensive HR management services including recruitment, retention, performance management, and company culture development", "name" : "Human Resources Management" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Accurate payroll processing and payroll tax filing with dedicated payroll consultants", "name" : "Payroll Processing" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Group employee benefits management including health insurance evaluation, selection, and administration", "name" : "Employee Benefits Administration" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Workplace safety compliance and risk management solutions", "name" : "Risk Management" } }, { "@type" : "Offer", "itemOffered" : { "@type" : "Service", "description" : "Employment law compliance, regulatory reporting, and guidance from employment law attorneys", "name" : "HR Compliance & Legal Support" } } ], "name" : "HR Solutions Services" }, "keywords" : "PEO, Professional Employer Organization, HR Solutions, Human Resources Outsourcing, Payroll Services, Employee Benefits, Kansas City PEO, Small Business HR, Mid-Sized Business HR, HR Consulting, IRS Certified PEO, CPEO", "knowsAbout" : [ "Human Resources Management", "Professional Employer Organization", "PEO Services", "Payroll Processing", "Employee Benefits Administration", "Risk Management", "HR Compliance", "Health Plan Management", "Talent Recruitment", "Performance Management", "Workplace Safety", "Employment Law Compliance" ], "legalName" : "Axcet HR Solutions", "logo" : { "@type" : "ImageObject", "url" : "https://www.axcethr.com/wp-content/uploads/axcet-logo.png" }, "memberOf" : { "@type" : "Organization", "name" : "IRS Certified Professional Employer Organizations" }, "name" : "Axcet HR Solutions", "numberOfEmployees" : { "@type" : "QuantitativeValue", "value" : "50-200" }, "sameAs" : [ "https://blog.axcethr.com" ], "slogan" : "HR Support That Drives Success", "url" : "https://www.axcethr.com" } ``` ```json { "@context" : "https://schema.org", "@id" : "https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation#article", "@type" : "BlogPosting", "alternativeHeadline" : "When suspected wrongdoing, misconduct or accusations of false", "articleBody" : "When suspected wrongdoing, misconduct or accusations of either one raise the need for an HR investigation into employee relations issues, companies find themselves in the difficult position of playing detective, judge and jury. Company leaders have to act fast to conduct an investigation that prevents a bad situation from getting worse. An internal employee relations investigation and its outcome could save an employer from having to pay thousands of dollars in fines or legal costs for retaliation, harassment, discrimination or other claims, especially when organizations follow a structured approach to identifying and addressing workplace harassment throughout the investigation process. So, it’s important to understand how to properly investigate employee allegations of misconduct. RELATED: Six Types of Harassment in the Workplace >> HR Investigations: A Guide Companies should act promptly, thoroughly and as objectively as possible. Following this eight-step process will yield the best results: Don’t Delay Management’s failure to intervene quickly invites the escalation of problems. Taking proactive, timely action leads to the resolution of the issues and helps your company avoid litigation. It also instills trust in the organization’s leadership by ensuring employees that company leaders care about doing the right thing. Get the Facts Gather evidence and any information that can help determine the full picture of what happened. That means: Reviewing relevant records, emails, texts and company policies; Identifying and interviewing people with knowledge of the situation; and Ensuring the investigation is conducted by a person or team of people who are experienced in the process. Ensuring impartiality of the investigator or investigating team. Ensure Integrity Vigilantly protect the witnesses and the investigative process from manipulation and retaliation. Members of the investigating team, in particular, must be able to enter the process with open minds, setting aside any preconceived perceptions and maintaining impartiality. Emphasize Confidentiality Avoid promising absolute confidentiality of the complainant, alleged perpetrator or witness statements, because the parties involved may leak details despite being told not to. However, in no uncertain terms, make clear to witnesses, interviewers, management and anyone else involved in the investigation that information is to be disclosed only to those who need to know it and that sharing it with anyone else is not permitted. RELATED: Employers Are Obligated to Prevent & Respond to Workplace Bullying >> Don’t Go It Alone Seek counsel from HR professionals like those at Axcet HR Solutions. These experienced consultants have helped guide dozens of small businesses through HR investigations. They can prevent you from making missteps that could come back to hurt your company, as well as advising when it’s time to bring in legal counsel. Conduct Interviews When you talk to people with knowledge of the situation, explore the witness’s version of the facts or circumstances, identify critical details and confirm your understanding of the information they share. Chase the Truth Remember that the ultimate investigative goals are to give people a fair opportunity to respond, arrive at the probable truth and resolve the situation as quickly and effectively as possible. To accomplish that, keep in mind the consistency and plausibility of all the evidence. Consider any possible bias or motivation to lie, as well as the overall weight of the evidence. Do not rush to a non-determination finding, where you decide you are unable to conclude what happened. Because, unlike in a court of law, the key question an investigator looking into workplace misconduct has to answer is what conclusion is more likely true than not based on a review of the available evidence. Complete Post-Investigation Analysis and Follow-Up Based on what the HR investigation shows is appropriate, take action to address the misconduct that prompted the process in the first place, including any findings of harassment in the workplace. Schedule periodic check-ins with the parties directly affected by your findings to ensure the corrective actions are working. Also, take time to evaluate how the company handled the investigation. Learn from any missteps. Identify and implement changes that will help prevent similar issues going forward. As an employer, using this nine-step checklist for workplace investigations will help limit your organization’s legal exposure while promoting the equitable treatment of everyone in the workplace. These recommendations will guide your small business through a natural progression of the investigative process to a fair and accurate conclusion. Keep this eight-pronged approach close at hand to minimize liability, protect employees and preserve your organization’s reputation.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2023-04-06", "dateModified" : "2026-08-23", "datePublished" : "2023-04-06", "description" : "When suspected wrongdoing, misconduct or accusations of either one raise the need for an HR investigation into employee relations issues, companies find themselves in the difficult position of playing detective, judge and jury. Company leaders have to act fast to conduct an investigation that prevents a bad situation from getting worse. ...", "editor" : "Jeanette Coleman, SPHR & SHRM-SCP", "genre" : "Human Resources and Employee Management", "headline" : "Employee Relations: 8 Tips for Conducting an HR Investigation", "image" : "https://2652187.fs1.hubspotusercontent-na1.net/hubfs/2652187/hr-investigation-_1200-%C3%97-628-px_%20%281%29.webp", "keywords" : "Human Resources, Employee Relations, HR investigation, hr investigations, employee relations investigation", "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation", "@type" : "WebPage" }, "publisher" : { "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hs-fs/hubfs/axcethr_logo_white.png?width=225&name=axcethr_logo_white.png" }, "name" : "Axcet HR Solutions" }, "url" : "https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation", "wordCount" : "4906" } ``` ```json { "@context" : "https://schema.org", "@type" : "BreadcrumbList", "itemListElement" : [ { "@type" : "ListItem", "item" : "https://www.axcethr.com/", "name" : "Home", "position" : 1 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/", "name" : "Insights", "position" : 2 }, { "@type" : "ListItem", "item" : "https://insights.axcethr.com/tag/human-resources", "name" : "Human Resources", "position" : 3 }, { "@type" : "ListItem", "item" : "https://blog.axcethr.com/employee-relations-8-tips-for-conducting-an-hr-investigation", "name" : "Employee Relations: 8 Tips for Conducting an HR Investigation", "position" : 4 } ] } ```