Fair grievance fact-finding
Give complex employee grievances a fair, credible investigation.
Dekela investigates formal grievances where disputed facts, strained relationships or internal conflicts make experienced independent fact-finding valuable.
Independent specialist investigation support
Neutral scope Evidence from all sides Confidential handling Clear grievance findings
Independent specialist support
Understand the complaint before deciding the outcome.
A formal grievance can combine factual allegations, relationship concerns, policy questions and a requested resolution. The first task is to clarify what needs to be decided and what evidence is relevant.
An independent investigator helps the organisation avoid assumptions and gives all relevant people a fair opportunity to be heard. The report then provides a structured basis for the grievance decision and any separate process that may follow.
Independent support can help with:
- Grievances about managers or senior leaders
- Multiple or overlapping allegations
- Bullying, discrimination or unfair treatment concerns
- Relationship breakdown and conflicting accounts
- Complaints raised during another formal process
- Collective or multi-person concerns requiring careful scope
A fair, evidence-led route
How we approach the investigation.
The precise plan reflects the concern, available evidence, people involved and the decision your organisation needs to make.
- 01
Clarify the grievance
Separate the allegations, context, desired outcome and issues requiring investigation.
- 02
Agree the investigation role
Confirm who will investigate, hear the grievance and decide any later action.
- 03
Gather evidence from all sides
Review relevant records and interview the employee, witnesses and anyone named.
- 04
Address disputed points
Test important inconsistencies and give people a fair opportunity to respond.
- 05
Report to the decision-maker
Present findings against the agreed issues without pre-determining a separate disciplinary outcome.
What Dekela provides
An investigation designed around the grievance decision.
Independent grievance investigation
Witness planning and interviews
Chronology and document review
Findings linked to each grievance point
Handover to the grievance decision-maker
Current guidance used for this service: Acas: responding to a formal grievance · Acas: investigations at work
Common questions
Questions about grievance investigations.
For advice about a live situation, speak to our team in confidence.
Is the grievance hearing the same as the investigation?
Not always. A grievance meeting allows the employee to explain the complaint and desired resolution. Further investigation may then be needed before the employer can decide a fair outcome.
Can the same person investigate and decide the grievance?
Acas indicates it is often best for the person hearing the grievance to investigate, but a different or external investigator may be appropriate where independence, capacity or complexity requires it.
What if the grievance names the usual HR contact?
The organisation should identify an impartial alternative. External investigation can provide a credible route where the normal internal roles are involved or perceived to be conflicted.
Can findings lead to a disciplinary process?
Potentially. If the grievance investigation identifies a disciplinary case to answer, that should normally move into the appropriate separate process rather than imposing disciplinary action through the grievance outcome.
Confidential initial conversation
A sensitive concern deserves a careful first conversation.
Tell us what has been raised, who is involved and what independence your organisation needs. The initial conversation is confidential and without obligation.