Employment Law Investigations Course – E-Learning

Module 1 – Understanding Workplace Investigations
• What is a workplace investigation?
• When an investigation may be required
• The difference between an investigation and a disciplinary process
• Fact-finding versus decision-making
• Common types of workplace complaints
• The risks associated with poorly managed investigations
• The importance of structured procedures
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Module 2 – Legal Principles & Fair Procedures
• Understanding natural justice
• Principles of fair procedures
• The importance of impartiality
• Providing employees with details of allegations or complaints
• Giving individuals the opportunity to respond
• The right to representation where applicable
• The importance of a fair and impartial determination
The WRC Code of Practice sets out core principles including fair examination of grievances, providing details of allegations, allowing the employee an opportunity to respond, representation, and a fair and impartial determination.

Module 3 – Planning the Investigation
• Defining the scope of the investigation
• Identifying the issues to be investigated
• Establishing terms of reference
• Selecting an appropriate investigator
• Identifying relevant witnesses
• Identifying potential evidence
• Planning the investigation process
• Managing timescales and communication

Module 4 – Gathering Evidence & Conducting Interviews
• Identifying relevant evidence
• Documentary and electronic evidence
• Preparing for investigation meetings
• Interviewing complainants
• Interviewing respondents
• Interviewing witnesses
• Asking effective and impartial questions
• Recording meetings and evidence
• Assessing the reliability and relevance of information
Irish guidance on bullying investigations, for example, emphasises that investigations should be thorough, objective, sensitive, confidential, and respectful of the rights of those involved, with relevant parties and witnesses interviewed individually to establish the facts.

Module 5 – Confidentiality, Data & Record Keeping
• Managing sensitive information
• Maintaining appropriate confidentiality
• Sharing information appropriately
• Secure handling of investigation records
• Maintaining accurate notes
• Documenting evidence and findings
• Understanding the importance of clear investigation records

Module 6 – Reaching Findings & Preparing Investigation Reports
• Reviewing the available evidence
• Distinguishing fact from opinion
• Assessing conflicting evidence
• Applying the appropriate standard of proof where relevant
• Reaching evidence-based findings
• Structuring an investigation report
• Recording conclusions clearly and objectively
• Understanding the limits of the investigator's role
For investigations under the workplace bullying Code of Practice, the relevant guidance refers to considering the material and evidence and reaching findings on the balance of probabilities.

Module 7 – Investigation Outcomes & Next Steps
• Communicating the outcome
• Understanding the separation between investigation and disciplinary decision-making
• When matters may proceed to a disciplinary process
• The importance of appropriate procedures
• Maintaining records
• Learning from workplace complaints
• Reviewing policies and procedures where necessary
The WRC Code recognises that disciplinary procedures should be clearly defined, fair, and include an appropriate appeal mechanism.

Interactive Learning Activities
To make the e-learning more engaging, I recommend including:
• Scenario-based investigations
• Decision-making exercises
• "What would you do?" questions
• Evidence review activities
• Interview planning exercises
• Knowledge checks after each module
• Identifying procedural risks
• Investigation report exercises
• A final scenario-based assessment
This would make the course feel substantially more practical than a standard slide-based e-learning programme.

This course is suitable for:

• HR Managers
• HR Business Partners
• HR Advisors
• People Managers
• Senior Managers
• Directors
• Employee Relations Professionals
• Compliance Professionals
• Workplace Investigators
• Supervisors with management responsibilities
• Individuals responsible for managing workplace complaints
• Anyone appointed to participate in or support workplace investigations

The course is particularly useful for organisations wishing to develop internal capability for managing workplace investigations more consistently and fairly.

Reduce Legal & Employment Risk
Poorly managed investigations can increase the risk of employment disputes, complaints, damaged employee relations, and challenges to organisational decision-making.

Support Fair Procedures
Employees should be treated fairly throughout workplace processes. A structured investigation helps ensure that relevant issues and evidence are properly considered.

Improve Decision-Making
Effective investigations provide decision-makers with clearer and more reliable information on which to base subsequent actions.

Protect Employee Wellbeing
Workplace complaints and investigations can be stressful for everyone involved. Fair, respectful, and structured processes can support employee wellbeing and psychological safety.

Strengthen Organisational Culture
Consistent investigation processes help build trust, accountability, fairness, and confidence in workplace procedures.

By the end of this course, learners should be able to:

• Understand the purpose of a workplace investigation
• Recognise the importance of fair procedures and natural justice
• Understand the role and responsibilities of an investigator
• Plan a structured workplace investigation
• Define an appropriate scope and terms of reference
• Identify and gather relevant evidence
• Prepare for and conduct investigation meetings
• Ask appropriate and impartial questions
• Manage investigation records and confidentiality appropriately
• Assess evidence objectively
• Prepare clear and structured investigation findings
• Understand the relationship between investigation, grievance, and disciplinary procedures
• Identify common procedural risks

This course is delivered through self-paced online learning.

The programme can include:

Interactive learning modules
Short video or animated content
Workplace scenarios
Knowledge checks
Practical examples
Downloadable resources
Scenario-based exercises
End-of-course assessment

Learners can complete the training at their own pace within the organisation's designated access period.

Assessment
Final Assessment
A combination of:

Multiple-choice questions
Scenario-based questions
Fair procedure decision-making exercises

Suggested Pass Mark
80%

Learners who do not achieve the required score can review the relevant content and retake the assessment.

The course should reference and be developed with regard to relevant Irish employment legislation and guidance, including:
• Industrial Relations Act 1990
• Code of Practice on Grievance and Disciplinary Procedures
• Workplace Relations Act 2015
• Relevant principles arising under Irish employment law
• Relevant WRC guidance and Codes of Practice
• Relevant organisational grievance, disciplinary, dignity-at-work, and investigation procedures
The WRC Code of Practice on Grievance and Disciplinary Procedures is particularly relevant to the principles of fairness, clarity of allegations, opportunity to respond, representation, impartiality, and proper procedures.

Since 2008, Samson Training has been supporting organisations with professional training designed to strengthen compliance, employee development, workplace wellbeing, and organisational performance.
Our Employment Law Investigations E-Learning Course is designed to move beyond theory by helping learners understand how fair procedures and structured investigation principles can be applied in realistic workplace situations.
Our approach focuses on:
• Practical workplace scenarios
• Clear and accessible learning
• Irish employment law context
• Fair procedures and natural justice
• Risk awareness and prevention
• Interactive knowledge checks
• Flexible self-paced learning
• Consistent training across geographically dispersed teams
We believe effective workplace investigation training should form part of a wider HR capability, employee wellbeing, risk management, and organisational culture strategy.

What is a workplace investigation?
A workplace investigation is a structured process used to examine allegations, complaints, incidents, or concerns and establish relevant facts before appropriate decisions are made.

Who should complete this course?
The course is suitable for HR professionals, managers, supervisors, employee relations professionals, and individuals who may be involved in managing or supporting workplace investigations.

Is the course specific to Ireland?
Yes. The course can be developed around Irish employment law principles and relevant Workplace Relations Commission Codes of Practice and guidance.

Does the course teach learners how to conduct investigation interviews?
Yes. The course covers planning investigation meetings, interviewing relevant parties, asking impartial questions, gathering evidence, and maintaining appropriate records.

Does an investigator decide whether disciplinary action should be taken?
The course should clearly distinguish between the investigation process and subsequent decision-making or disciplinary processes, depending on the organisation's procedures and the scope of the investigator's role.

Is the course suitable for new HR managers?
Yes. The course can provide a structured introduction to workplace investigations and the key principles that HR and management professionals should understand.

How long does the e-learning course take?
Recommended duration: approximately 3–4 hours.

The course can be divided into short modules, allowing learners to complete the programme at their own pace.