Disclaimer

Not legal advice

Everything on this site is general information about how workplace investigation documents are commonly structured. It is not legal advice, does not create a solicitor–client or attorney–client relationship, and should not be relied on as a substitute for advice about your specific matter from someone retained to give it.

Jurisdiction and sector

Workplace investigation requirements vary substantially between countries, states and provinces, and between sectors — public employers, unionized workplaces, education and regulated industries all carry additional obligations that these templates do not address. Where a page refers to a rule, guidance or standard, check the primary source and confirm what applies where you are.

Worked examples are fictional

Every filled-in example on this site describes an invented scenario written to illustrate how a section reads when populated. No real investigation, organization or individual is described, and any resemblance is coincidental. The examples are illustrations of drafting, not model findings, and they should not be copied into a live matter.

Templates require judgment

A template cannot tell you whether an investigation is warranted, what its scope should be, whether you are the right person to conduct it, or what your findings should be. Using a well-structured document badly produces a well-structured bad investigation. Where a matter is serious, contested, or likely to result in dismissal or litigation, take advice.

No warranty

These materials are provided as-is, without warranty as to accuracy, completeness or fitness for any purpose. They are updated periodically, and the date shown on each page is the date it was last reviewed.