Short guide
What a workplaceinvestigation actually is.
Three questions most employers have when the first report arrives — answered plainly.
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
What is a workplace investigation?
A workplace investigation is a structured, fact-finding process conducted when an employer receives a report of potential misconduct, policy violations, or other workplace concerns. The goal is to gather relevant information from involved parties and witnesses, evaluate the facts objectively, and document findings in a written report. Investigations are not adversarial proceedings — they are neutral inquiries designed to determine what occurred.
02
What are the typical steps in a workplace investigation?
A standard investigation follows seven general steps: receiving and documenting the complaint or report; defining the scope and type of the investigation; identifying the relevant parties and witnesses; conducting structured interviews with each participant; collecting and reviewing any relevant documents or evidence; analyzing the information gathered; and preparing a written investigation report summarizing the findings. The report is then provided to the decision-maker within the organization.
03
What makes a workplace investigation defensible?
A defensible investigation is prompt, thorough, impartial, and well-documented. Key elements include using structured interview questions tailored to the type of matter, interviewing all relevant parties separately and confidentially, maintaining a clear record of what was asked and what was said, preserving a record of all investigative actions, and producing a written report that presents findings in neutral, factual language without predetermining outcomes.
There is more to it than three questions.
Running an investigation raises harder ones: what each participant’s role is and whether they must cooperate, how to protect the person who reported, what to do when someone becomes distressed, what belongs in the report and what must stay out of it, and how retaliation protections apply afterward.
Arvanic answers those inside the product. Every Case Manager gets the full reference alongside the workflow itself — so the guidance sits next to the investigation it applies to, not in a separate tab.
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.