Employee Investigations and Hearings

An online course on a manager’s role in the grievance and disciplinary investigations process

Key Learning Points:

  • Be aware of the grievance and disciplinary investigation process
  • Be aware of decision-makers in the grievance and disciplinary process
  • Be aware of the grievance and disciplinary appeals procedures
  • Understand an employees’ right to representation
  • Demonstrate an understanding of the correct process for completing employee investigations and hearings

Course Overview

When grievances and performance issues occur, the first stage is often to try to resolve them informally. When this is not possible, a formal investigation process must be followed. It is vital managers and business leaders are aware of how to handle these kinds of investigations and hearings. Our Employee Investigations and Hearings online short course helps managers with the grievance and disciplinary investigations process. It covers what they need to understand to make the processes go as smoothly and fairly as possible.

Learners follow Saphira, an HR manager, as she investigates an allegation of misconduct and gathers evidence. They also follow Rory, the case handler, as he reviews the evidence and decides whether a hearing needs to take place.

Course Details

  • Part of our Performance suite
  • Skills-based performance management eLearning
  • Certificate on completion
  • Course can be tailored to meet your specific requirements

Course Contents

This course is published by Cylix

Tailored versions of the courses are available for the following sectors

Compatible for

Any Workplace

Public Sector




Fire & Rescue

The Assessment

Learners are assessed by multiple choice questions and gain a badge for each correct answer. They must collect all 7 to pass the course, though they can return to questions they did not get right and try again.

2 Ways of Purchasing

You can purchase our courses individually or for even better value you can purchase the complete range of Compliance, Health and Safety or Performance Management courses in one neat bundle.

1. Individual Licenses

If you buy courses on an individual bases you pay a price per learner, per course per year. You can run these courses on your own LMS if Xapi/SCORM compliant or you can take them online.


2. Complete Bundle

Buy all of the Compliance, Health and Safety or Performance Training courses in one great value package and receive unlimited benefits including our AI driven Learning Experience Platform, Astute.

1. Individual Pricing

Number of Learners Cost (per year)
1 - 10
£34.50 / per learner
11 - 20
£29 / per learner
21 - 50
£23 / per learner
51 - 100
£17.50 / per learner
101 - 150
£11.50 / per learner
Exchange rates are updated regularly but are only intended as a guide.

2. Complete Bundle Pricing

If you buy all the Compliance, Health & Safety or Performance Training in a complete bundle, all features come as standard, no matter the size of your organisation!
Number of Learners Cost (per year)
50 - 100
£34.50 / per learner
101 - 200
£29 / per learner
201 - 300
£24.50 / per learner
301 - 400
£21 / per learner
401 - 500
£17.50 / per learner
501 - 750
£14.50 / per learner
751 - 1000
£11.50 / per learner
1001 - 2500
£9.50 / per learner
2501 - 5000
£7 / per learner
5000 - 10,000
£6 / per learner
10,000 +

Included Features

  • All courses in our catalogue
  • Our Learning Experience Platform ‘Astute’
  • New courses added regularly
  • Branded, downloadable posters
  • Customise Course Content for Your Team
  • Regular course updates
  • Dedicated Account Manager
  • Unlimited help desk support
Exchange rates are updated regularly but are only intended as a guide. Prices are based on a 2 year contract.

The Importance of Employee Investigations and Hearings Training

Employee investigations and hearings form an important part of the grievances and disciplinary processes. As with all things relating to disciplinary issues, they need to be handled with the utmost care.

Training on these issues allows managers to proceed with confidence and lets employees know their concerns will be dealt with appropriately.


If you have any questions that are not covered here, please get in touch.

Informal grievances are usually raised verbally, sometimes in a one-to-one with a manager. Sometimes this is enough for the grievance to be resolved. Formal grievances are usually in writing and tend to be more serious, though any kind of grievance should be dealt with fairly and professionally by management.

Disciplinary procedures are important because they ensure clear understanding and expectations on both sides. They allow both the employer and the employee to put their cases across. Employees should also leave disciplinary meetings with a clear idea of what needs to change or improve and a clear path towards making this happen.

Disciplinary action can be caused by misconduct, violation of company policies, low performance, theft, bullying and harassment, or any other serious departure from good conduct and work behaviour. Disciplinary procedures can be triggered by a single event or can be the result of cumulative actions.

If you have any feedback about our products please contact us at [email protected]

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