Investigation report form template
Template implementation:
Document sequence
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Best practice timings
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This is a template investigation report that an investigator may adapt to suit the particular circumstances of their investigation.
Introduction
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Investigation authorised by: (name and role) |
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Investigator: (name and role) |
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| Date investigation began: | |
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Terms of reference: (include if they were amended and how) |
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Background to the investigation: (Brief overview of the matter) |
Process of investigation
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The investigation process: (List all evidence collected) |
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Evidence collected: (name and role) |
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Evidence not collected: (List all evidence that could not be collected and why) |
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Persons interviewed: (List all people interviewed) |
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Persons |
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What is this for?
This Investigation report form template aims to offer you a versatile and customisable tool, serving as a solid foundation for your needs. Utilise it to ensure consistency, enhance accuracy, and save valuable time.
Adapt it to suit your unique requirements, ensuring efficiency and effectiveness in your HR processes.
Document sequence
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Best practice timings
Best practice for using the Investigation report form template, including key actions before, during, and after implementation.
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| Step | Description | Responsibility | Timing |
| 1 | Gather relevant evidence, including interview notes, witness statements, and documentation relating to the allegation or concern. | Investigating Manager / HR | Within 1–2 weeks of initiating the investigation |
| 2 | Review the evidence objectively and begin drafting the investigation report, ensuring it covers all relevant facts and findings. | Investigating Manager | Within 3–5 working days of concluding evidence gathering |
| 3 | Complete the Investigation Report Form, summarising key issues, timelines, evidence reviewed, and the investigator’s conclusions (not recommendations). | Investigating Manager | Same week as evidence review |
| 4 | Submit the completed report to HR for review and secure storage, ensuring it is appropriately documented and filed. | Investigating Manager / HR | Immediately after finalising report |
| 5 | HR reviews and decides next steps (e.g. no further action, formal hearing), notifies relevant parties, and retains the report for future reference. | HR | Within 3–5 working days of receiving report |
