Find a clear starting point for your HR question.

An investigation may be appropriate where there are allegations of misconduct, bullying, harassment, discrimination, whistleblowing or a grievance that requires facts to be established before a decision is made.

Independence can improve confidence in the process where allegations are serious, senior people are involved, internal relationships are strained or the organisation lacks capacity or specialist experience.

The scope is agreed first. The investigator then plans the work, reviews relevant documents, interviews appropriate witnesses, gives relevant parties a fair opportunity to respond and reports findings against the agreed allegations.

Timescales depend on the number of allegations, witnesses, documents and availability. A realistic plan should be agreed at the outset and reviewed if the scope or evidence changes.

Conduct concerns how an employee behaves, while capability concerns their ability to perform the role to the required standard. The distinction matters because the evidence, support and fair process may differ.

A grievance should be acknowledged promptly, considered impartially and handled under a fair procedure. The employee should normally have an opportunity to explain the concern and receive a written outcome with an appeal route.

Dismissal may sometimes be considered, but only after the facts, medical information where appropriate, contractual terms, disability considerations, reasonable adjustments and a fair procedure have been carefully assessed.

Many concerns can begin with clear informal feedback and support. A formal process may be appropriate where the issue is serious, expectations remain unmet or an informal approach has not produced sufficient improvement.

UK employers must provide the required written particulars to employees and workers within the applicable statutory timescales. A well-drafted contract also creates clarity around role-specific terms and expectations.

The contract records the core legally binding terms of the employment relationship. A handbook normally contains the wider policies and procedures that explain how the organisation handles workplace matters.

A sensible review cycle is at least annually, as well as when employment law, business practices, technology or organisational risks change. High-use policies may need more frequent attention.

Yes. Dekela can review contracts, handbooks and individual policies, identify gaps or inconsistencies and recommend proportionate updates for the organisation.

No. Dekela offers pay-as-you-go support, defined fixed-cost projects and rolling 30-day retainers so organisations can choose the level of support that fits.

Yes. Dekela supports organisations throughout the UK, with a strong local presence across North Wales and the North West. Many advice, meeting and training services can be delivered online.

Dekela aims to respond to new enquiries within one business day, Monday to Friday. Urgent situations are best raised by calling 01824 544 568 regionally or 0330 043 3983 UK-wide.

Yes. A free 30-minute consultation gives you an opportunity to explain the issue, ask initial questions and understand the most practical next step without obligation.