Short guide
What to include in aworkplace investigation report.
The report is the part of an investigation that outlasts it. Here is what a clear one contains, and how it should read.
Published by Arvanic. Last reviewed .
General information, not legal advice. Investigation obligations vary by jurisdiction, by policy, and by the facts. Consult competent employment counsel about your specific situation. Arvanic is not a law firm.
01
Does an investigation need a written report?
EEOC practice guidance calls for documenting every complaint from intake to investigation to resolution, and for preparing a written report of the investigation. A written report is what lets someone who was not in the room understand what was reported, what was done, and what was learned.
Source: EEOC.gov
02
What sections does a report usually have?
Organizing every report the same way makes it easier to review, compare, and rely on later. A clear report typically covers these parts.
03
How should the report be written?
In neutral, factual language. Describe what each person reported rather than characterizing it, attribute each statement to its source, and avoid legal conclusions such as whether conduct was unlawful. The report should give the decision-maker an accurate account, not argue for an outcome.
04
Who decides what happens after the report?
The employer does. The report informs the decision; it does not make it. When corrective action is warranted, EEOC practice guidance calls for it to be prompt, consistent, and proportionate to the severity of the conduct, and keeping fact-gathering separate from that decision helps show the outcome followed the evidence.
Source: EEOC.gov
Put it into practice
Knowing the process is one thing. Running it is another.
Arvanic turns this into a guided workflow: role-based interviews, a developing factual record, and a structured report — $79 per investigation, with no subscription.