Problems around the workplace like harassment, discrimination, retaliation, or theft, albeit very common, are actions that should not be tolerated. Laws that apply to aforementioned issues encompass all stages of employment: from job application up to retirement. Such problems should not be left unsolved for a long time; leaving it out to progress only complicates things.

A small internal conflict may lead to the companies' lost of essential employees, a tarnished reputation, lost of customers, which will eventually lead to revenue reduction, high expenses for attorney services and lawsuit compensation, and many others. In order to give a resolution to workplace problems, employment investigation should be conducted.

Internal employment investigation is one method used to examine workplace issues. Some companies do internal employment investigation in order to prevent external people from meddling in the case.

Investigation Conductor

It is important to select the right investigator, especially if the people being considered are from the company itself. The perfect conductor does not side with anyone on the case. That person must have a deep understanding of the law concerning the employment issue at hand; experience in resolving such problems needs to be considered too.


Collect documents first that are necessary for the case like notes, HR policy handbook, performance review, and recorded copies of any communication between people involved. Do not damage or destroy these since doing so may undermine the investigation. Decide also on whom to notify regarding the allegations.

Investigative Plan

Outline the necessary steps in conducting the investigation. The plan should also pinpoint the documents needed and the people who need to be interviewed. Consulting a legal counsel should be done in order to really know how the investigation should go about.

Starting the Investigation

The complaining employee is the one who usually gets to be interviewed first regarding the allegation. Update the plan as the investigation progresses. Ensure the complainant that he has is protected under non-retaliation policies, and that he should inform employers if he ever experience such. Then, the person being complained is to be interviewed next.

Responsive Action

After the investigation, the conclusion on whether anything inappropriate occurred should follow. Consult with the HR and legal counsel about the decision to know what actions should be taken against the people involved, and in documenting the issue.