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If an employee is suspected of misconduct, the employer must carry out a fair and proper investigation into the allegations and determine the facts of the case through gathering evidence.
It may be necessary for the employer to hold an investigatory meeting with the employee concerned.
Where an investigatory meeting is necessary, the employer should give the employee advance warning and time to prepare for it.
Use this model letter to invite the employee who is the subject of an allegation of misconduct to an investigation meeting.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Investigation meeting invitation
I am writing to advise you that you are required to attend an investigation meeting on [date] at [time] at [location]. The meeting is to discuss the following allegation(s):
[name]
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For more value, this is also found in our Full library and Investigation templates toolkit
An investigation meeting invitation letter is a formal document that is sent to an employee to invite them to attend a meeting to discuss an issue or incident that requires investigation. The letter should be written in a clear and concise manner, and should include the following information:
Purpose of the meeting: Explain the reason for the meeting, including any specific allegations or concerns that need to be discussed.
Date and time: Provide the date and time of the meeting, as well as the location.
Attendees: List the names of the individuals who will be attending the meeting, including any managers or HR representatives.
Procedure: Explain the procedure that will be followed during the meeting, such as the format of the meeting and how evidence or information will be presented.
Confidentiality: Explain that the matter under investigation is confidential, and that the employee should not discuss it with anyone outside of the meeting.
Contact information: Provide contact information for the person who will be conducting the investigation, in case the employee has any questions or concerns.
It is important to ensure that the employee has a clear understanding of the purpose and scope of the meeting, and that their rights are respected throughout the process.
Check which resources should be implemeted before and/or after the Investigation meeting invitation (to subject of allegation) letter template, to understand the workflow.
Our Investigation Plan Template provides a clear structure for conducting fair, thorough, and compliant workplace investigations, ensuring consistency and efficiency.
Efficiently conduct investigations with our structured meeting script, promoting fairness, consistency, and thoroughness in gathering evidence
.Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Yes, all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Investigation meeting invitation (to subject of allegation) letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI-generated templates can be useful as a starting point, but they may not reflect current UK employment legislation, your organisation's specific circumstances, or the wider HR process. This professionally drafted template has been prepared using current UK employment law and HR best practice, helping reduce the need for significant amendments.
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