Handle grievances, discipline and workplace investigations fairly, and show your working
A complete employee relations toolkit for HR teams and managers: the method, the forms for every stage, the letters, the report template and a case workbook that checks consistency, in any country.
- A 10-chapter e-book that follows one fictional case from the first email to the appeal decision, with a method for every stage
- The ER Case Management Workbook: 10 Excel sheets with a case log, stage due dates, suspension and appeal trackers, sanction consistency by category and site, time-to-close measures and a dashboard, case codes only
- 6 fillable PDF forms and 7 Word templates, including a grievance and disciplinary procedure, an investigation report template, 36 letters and 58 interview questions
- A worked example case, 20 AI prompts with limits on every one, 5 printable cards and references, including dated law notes by country, a 26-reminder case calendar and a 30-task board
The Employee Relations and Investigations Kit · Bodhih Pro Kits · 223 by Bodhih Training, trainers to 2,000+ companies since 2008.
How do you conduct a fair workplace investigation?
Appoint an investigator with no conflict, write each allegation as a specific testable statement, gather documents early, interview the complainant, witnesses and the person accused with open questions, put every allegation and piece of evidence to them, then find each allegation on the balance of probabilities with reasons. Someone else decides. The Employee Relations and Investigations Kit from Bodhih Training has a file for each step.
Want the full free guide first? Read How to Conduct a Fair Workplace Investigation, Step by Step.
You already feel the problem. Here is what it is costing you.
Sorted by Friday
A senior manager wants the complaint gone this week. Rushing it is exactly what makes the outcome fail at appeal, and you need a plan you can show them.
Allegations nobody can test
'Issues with his behaviour over several months' cannot be upheld or answered. Without specific allegations the investigation sprawls and the findings fall apart.
The investigator who decides
The same person interviews, decides and sometimes hears the appeal. It feels efficient until someone points out it is not fair.
Suspensions that drift
Someone has been at home for a month with no review, no contact and no clear reason why an alternative would not do.
Dismissal here, a warning there
Similar breaches get very different outcomes at different sites, and nobody has compared them.
Letters written from scratch
Every invitation, outcome and appeal letter is drafted under pressure, and the reasoning is missing when it matters most.
Picture the next few weeks with the kit open beside you.
Picture the next concern that lands in your inbox. Instead of guessing, you open the Case Triage and Route Form, choose the route, tick the escalation flags and send the acknowledgement letter the same day. When the area manager asks for it sorted by Friday, you show them the timeline.
Now it is week two. As you open the terms of reference form, the vague complaint becomes three specific allegations, an independent investigator and a plan of interviews. CCTV is requested before it is overwritten.
Imagine the day you write the findings. Each allegation has its own evidence, weighed on the balance of probabilities, and the report stops at a recommendation on whether there is a case to answer. The hearing chair has every page the employee has, and the outcome letter shows its reasoning.
And then the monthly review. The dashboard shows what is overdue, the Consistency sheet shows which sites to compare, and the Learning Review records what you will change. Whether you start with the Start Here map tonight or the workbook tomorrow morning, the next case has a method.
22 files that do the work for you
The e-book shows you how. The tools make it happen. Here is exactly what you download.
The Employee Relations and Investigations Kit (e-book, PDF)
The guide: methods, worked examples, scripts and exercises
Start here: employee relations map
Which route for which concern and which file at each of eight stages, your first hour, a 30/60/90 day plan and links to measure your starting point.
ER Case Management Workbook
10-sheet workbook: settings, a case log with stage due dates, a suspension tracker, an appeal tracker, sanction consistency by category and site with a minimum group size, time-to-close measures by route, a learning review and a dashboard with a chart. Case codes only.
Case triage and route form
Three-page fillable triage for any new concern: what was raised, the route (informal, grievance, disciplinary, harassment or bullying, protected concern, capability), escalation flags, interim steps and who owns the case.
Investigation terms of reference
Two-page fillable terms of reference: commissioner, investigator and independence check, allegations as specific testable statements, scope, standard of proof, evidence to gather, timeline, confidentiality and support.
Investigation plan and evidence log
Three-page fillable plan of witnesses and documents with interview order, plus a numbered evidence log with source, date obtained, what it shows and which allegation it relates to.
Interview record and question planner
Three-page fillable question planner by allegation and an interview record with attendees, opening statement, account, allegations put in full, read-back and signature fields.
Hearing plan and record
Three-page fillable plan and record for a grievance or disciplinary meeting: attendees, evidence shared in advance, the employee's responses, adjournment, mitigation, decision reasoning and proportionality checks.
Suspension review record
Two-page fillable record of the reason for a suspension, alternatives considered, pay, the contact person and dated reviews until it ends.
Grievance and disciplinary procedure template
Editable combined procedure with every fair-process element: early resolution, grievance and disciplinary steps, misconduct examples, suspension, outcomes, appeals, overlapping cases, records, timescales and a table of country placeholders.
Investigation report template
Editable report: summary, terms of reference, background, method, evidence, findings per allegation with reasoning, case-to-answer conclusion, referrals, wider recommendations and appendices.
ER letter pack
36 editable letters for every stage of grievance, disciplinary, investigation, suspension, capability, whistleblowing and appeal casework, from acknowledgement to closure.
Investigator interview question bank
58 open questions in 12 groups by interview stage and allegation type (bullying, harassment, health and safety, dishonesty, attendance, systems misuse, retaliation, grievances, witnesses and respondents), each with what to avoid.
Outcome and reasoning writing guide
How to write findings and outcomes that show the evidence, the reasoning and the proportionality: the five-part finding, weighing factors, words to use and avoid, weak and strong findings side by side, proportionality and appeal outcomes.
Worked example pack: one case from complaint to appeal
A fictional retail case taken through triage, terms of reference, investigation plan and evidence log, interviews, findings per allegation, the grievance outcome, a disciplinary hearing, the outcome reasoning and an appeal, with the kit's forms shown completed.
AI prompt pack for ER casework, with limits
20 tool-agnostic prompts in 5 groups (procedure drafts, letter tone, investigation planning, findings structure, anonymised consistency checks), each with what to paste in, what to check and its limits.
Natural justice and fair process card
Printable card: the core fair-process elements as twelve practical checks, each with what it means in practice and the question to ask, plus five questions before you sign any outcome.
Standard of proof and findings decision card
The balance of probabilities in plain words, what gives evidence weight and what does not, how to rate evidence as Strong, Supporting or Weak, seven if-then decisions and the five-part finding.
ER casework mistakes to avoid
Twelve common casework failures with what they look like and the kit file that prevents each, plus eight more to watch.
Grievance, disciplinary and investigation law notes by country (October 2026)
Dated notes on procedure codes, accompaniment, whistleblowing, retaliation, records and AI in the UK, Ireland, the EU, the US, India, Australia and Singapore, with sources and what to check elsewhere.
Case stage reminder calendar
26 template reminders for one case, from triage on day 1 to the follow-up check-in on day 90 (acknowledge, interviews, report, hearing, outcome, appeal window, learning review), each naming the file to open. Import into a new calendar per case and move to the case dates.
ER case task board import
30 tasks for one case as a CSV ready to import into Trello, Asana, Notion, Planner or Jira, with stage, description, owner role, due date and offset from day 1.
Chapter by chapter
Each chapter opens with a real situation, gives you a method and ends with something to do today, using the tools in your kit.
- Format
- PDF e-book + XLSX + fillable PDF + DOCX + printable PDF + ICS + CSV
- Files
- 22 files plus a one-click ZIP
- E-book
- 63 pages
- Workbook
- 10-sheet ER case workbook with sample data, formulas and a dashboard; case codes only
- Works with
- Excel, Google Sheets, LibreOffice, Word, Google Docs, Acrobat Reader, GoodNotes, Google Calendar, Outlook, Apple Calendar, Trello, Asana, Notion, Planner, Jira
- Best for
- HR and ER teams and managers handling grievances, discipline and investigations, in any country
When a Concern Lands on Your Desk
Three people, three needs, one concern, and the eight-stage method this kit follows.
Triage: Choosing the Right Route on Day One
The six routes, the eight escalation flags and a method for the first 24 hours, including acknowledgement.
Informal Resolution That Actually Resolves
When early conversations, facilitated conversations and mediation work, when they must not be used, and how to record them.
Grievances: From Complaint to Written Outcome
The grievance process step by step, deciding point by point, telling a complainant the outcome and keeping to time.
Discipline and Natural Justice
The fair-process elements in practice, misconduct and gross misconduct, the ladder of outcomes and why consistency is part of fairness.
Suspension and Other Interim Steps
Suspension as a neutral, short, reviewed step: alternatives first, a named contact, reviews and ending it when the reason goes.
Planning an Investigation
Four roles kept apart, independence checks, allegations as specific testable statements and the rest of the terms of reference.
Interviewing Fairly
A plain-words interview structure, open questions, putting allegations in full, companions, adjustments and notes.
Evidence and Findings on the Balance of Probabilities
Documents and digital evidence, the balance of probabilities, what carries weight and a five-part finding per allegation.
Hearings, Outcomes and Appeals
Running a hearing, deciding with four proportionality questions, writing the outcome letter and handling appeals.
Running a Consistent, Timely ER Service
Consistency by category and site, timeliness, quality measures, the learning review, manager capability and AI limits.
The Case File You Would Be Happy to Show Anyone
The test for every case file, and your first hour.
The Case File Checklist
A checklist for every stage of the case file.
Using AI in ER Casework Safely
What AI can help with in ER casework, what it must never do, and a simple test before you paste anything.
Not just reading. Tools you will actually open again.
E-book
- The Employee Relations and Investigations Kit e-book: 10 chapters, 2 appendices and 6 hand-drawn figures (PDF)
Start here
- 00-Start-Here-Employee-Relations-Map: which route for which concern, the file at each of eight stages, your first hour and a 30/60/90 day plan
Spreadsheet
- ER Case Management Workbook (10 sheets): Start here, Settings, Case Log, Stage Due Dates, Suspensions, Appeals, Consistency, Metrics by Route, Learning Review and a Dashboard with 20 live measures and a chart
Fillable PDF forms
- Case triage and route form: six routes, eight escalation flags, interim steps and roles
- Investigation terms of reference: commissioner, independent investigator, testable allegations, scope, standard and timeline
- Investigation plan and evidence log: interview order, documents with retention risks and a numbered evidence log with a Strong, Supporting or Weak weight for each item
- Interview record and question planner: questions by allegation, the record, allegations put in full and read-back
- Hearing plan and record: evidence shared, responses, mitigation, findings and proportionality checks
- Suspension review record: reason, alternatives, pay, contact and dated reviews
Word templates
- Grievance and disciplinary procedure template with every fair-process element and country placeholders
- Investigation report template: findings per allegation with reasoning, case to answer, referrals and appendices
- ER letter pack: 36 letters from acknowledgement to closure
- Investigator interview question bank: 58 open questions in 12 groups, each with what to avoid
- Outcome and reasoning writing guide: the five-part finding, weighing factors, proportionality and appeal outcomes
- Worked example pack: one fictional retail case from complaint to appeal
- AI prompt pack for ER casework: 20 prompts, each with its limits
Cards
- Natural justice and fair process card
- Standard of proof and findings decision card
- ER casework mistakes to avoid
- Grievance, disciplinary and investigation law notes by country, dated October 2026
Calendar and import
- Case stage reminder calendar (ICS): 26 template reminders for one case
- ER case task board (CSV): 30 tasks for Trello, Asana, Notion, Planner or Jira
When you have worked through it, you will be able to…
Every outcome is practised with a worked example and a tool, not just described.
- Route any concern on day one and spot the escalation flags, including possible retaliation
- Write terms of reference with specific, testable allegations and an independent investigator
- Plan and run fair interviews with open questions, putting every allegation in full
- Weigh evidence on the balance of probabilities and write one reasoned finding per allegation
- Plan and chair a fair hearing and write a proportionate, reasoned outcome
- Use suspension only when needed, keep it short and review it
- Handle appeals with an independent manager who answers each ground
- Track timeliness, consistency and learning across the whole caseload with case codes only
Know your starting point. Prove your progress.
People who measure before and after improve faster and can show it. AssessAll, our sister assessment platform, has AI-graded assessments that pair with this kit. Take one now, work through the kit, then re-take it.
Workplace Investigation and Evidence Weighing Assessment
Take the assessment →AssessAll assessmentHR Business Partner & Employee Relations Judgment
Take the assessment →AssessAll assessmentConflict Navigation & Resolution
Take the assessment →JobularyTurn what you learn into a measured development plan (Jobulary)
Make it a growth plan →A taste of Chapter 1
The triage form lists eight flags. If any is ticked, the Head of ER hears about it the same day: a possible criminal offence; a risk of harm; sexual harassment or harassment linked to a protected characteristic; a link to an earlier complaint, safety report or protected concern; a senior leader, HR or the ER team involved; health or disability that may be relevant; possible dismissal or a regulator; media or public interest. These flags are not decisions. They are reasons to slow down and get the right people involved before anyone acts. The retaliation flag is the easiest to miss, because the earlier concern may have been small and long resolved. Nadia's January payslip query had been fixed in two days. It still mattered.
The honest comparison
| Free templates and typical advice | This kit | |
|---|---|---|
| Routing | Every concern treated as a grievance | Six routes and eight escalation flags on a triage form |
| Allegations | A paragraph of concerns | Specific, testable statements in written terms of reference |
| Roles | One manager does everything | Commissioner, investigator, decision-maker and appeal manager kept apart |
| Evidence | Statements in an email thread | A numbered evidence log, interview records with read-back, and a weighing card |
| Outcomes | Letters written from scratch | 36 letters and a writing guide for reasoned, proportionate outcomes |
| Caseload | A list of names in a spreadsheet | Case codes only, stage due dates, consistency by site and a minimum group size |
| Countries and AI | One country assumed; AI not mentioned | Global principles, dated law notes, and AI limits on every prompt |
Made for you if…
- HR business partners and generalists who handle grievances and disciplinaries alongside everything else
- Employee relations advisers and specialists building a consistent ER service
- Managers asked to investigate a complaint or chair a hearing for the first time
- People-ops leads in growing organisations with no ER function yet
- HR teams working across several countries who need one fair method and dated local notes
- Learners on the Bodhih People Management programme (modules on casework and investigations)
Probably not for you if…
- Anyone looking for legal advice: the kit teaches good practice, keeps country rules in a dated law-notes card and tells you when to take legal advice
- Teams that need case management software: the workbook runs alongside your HR systems and holds case codes only
- Harassment programme design in depth: The Harassment Prevention Programme Kit covers prevention, committees and harassment procedure
Built by trainers, tested in real rooms.
Bodhih Training has designed and delivered corporate programmes since 2008. Bodhih Pro Kits package what works in those workshops into a guide plus the exact tools we use, so you can apply it the same day without a facilitator in the room.
From here to using it in three steps
- STEP 1
Tap Get the kit
Name, email and country. UPI, card or netbanking in India; international cards everywhere else. No account to create.
- STEP 2
Download instantly
Your download page opens at once, with every file and a one-click ZIP. A permanent link lands in your inbox too.
- STEP 3
Open the first tool
Start with the quick-start chapter, then the main spreadsheet or planner. Most buyers use something from the kit the same day.
Your next case, handled so you could show anyone the file
As you open the Start Here map, you will see the whole case on one page and the file for each stage. Whether you begin with the triage form on your next concern or the workbook on Monday morning, the method is ready when you are.
Personal licence for the buyer's own use (and use with your own team or clients where the kit says so). Please don't share or resell the files. Team and company licences: solutions@bodhih.com.
What buyers say
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The Bodhih family, when you are ready for more
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Hire well from job description to signed offer.
The Employee Onboarding 30-60-90 System
Turn offer acceptance into a productive, committed new hire.
The Performance Review Cycle Kit
Run a fair, useful review cycle end to end.
AssessAll
250+ AI-graded assessments to measure skills and earn verified credentials.
Jobulary
Individual development plans that start from evidence and stay yours.
Bodhih Training
Run this topic as a live workshop for your team, in person or online.
Pewple
Book a vetted coach for career, leadership or communication. Pay per session.
Bodhih.org pathways
Certification pathways in Applied AI, Workplace English and management.
The Employee Relations and Investigations Kit: FAQs
Read the free guideAlready bought? Resend my linkHow do I conduct a workplace investigation?
Agree terms of reference with specific allegations and an independent investigator, gather documents early, interview the complainant, witnesses and the person accused with open questions, put every allegation and piece of evidence to them, and write one finding per allegation with reasons. The investigator does not decide the outcome.
What standard of proof is used in workplace investigations?
Most workplace processes use the balance of probabilities: is it more likely than not that it happened? It is not the criminal standard. Check the standard in your own procedure and any local rule.
Should we suspend an employee during an investigation?
Only when a real risk to people, evidence or the investigation cannot be managed another way, such as different duties or a different shift. Keep it short, on full pay unless your contract and local law say otherwise, with a named contact and regular reviews.
Can the same person investigate and chair the disciplinary hearing?
Good practice keeps them separate, so the decision-maker comes to the evidence fresh. In a small organisation, keep at least the investigator and decision-maker apart and use someone from outside for the appeal if needed.
What can I tell the person who raised a grievance about the outcome for the other person?
Usually the findings on their concerns and that action has been taken, without the details of another person's disciplinary process, unless your policy and local law allow more. Letter 31 in the kit is written for exactly this.
Can we use AI for ER casework?
For drafting procedures and template letters, structuring plans and describing patterns in anonymised aggregates, yes, in an approved tool. Never paste case evidence, interview content, health data or named comments into any AI tool, and never let AI decide a finding or outcome. Every prompt in the kit states its limits.
How do I measure my starting point?
AssessAll assessments matched to this kit include the Workplace Investigation and Evidence Weighing Assessment for investigators, the HR Business Partner & Employee Relations Judgment for grievance and discipline decisions, and Conflict Navigation & Resolution for resolving disputes early. They are separate products, linked from the Start Here map.
How do I turn this into a development plan for my ER skills?
Use the Jobulary individual development plan, linked from the Start Here map, to set goals such as running your first investigation on the new forms or chairing a hearing with the proportionality questions, with dates and evidence.
Is this legal advice for my country?
No. The kit teaches fair-process principles that work across legal systems, with country specifics kept in a law-notes card dated October 2026 and sources named. Check your HR team, company policy and local law, and take legal advice before any dismissal or where retaliation, discrimination or a protected concern is involved.
Which software do I need?
Excel, Google Sheets or LibreOffice for the workbook, Word or Google Docs for the templates, a PDF reader that fills forms, and any calendar app. The task board imports into Trello, Asana, Notion, Planner or Jira.
How much does The Employee Relations and Investigations Kit cost?
₹1,299 including 18% GST for buyers in India, or $34 for buyers outside India. One-time payment, no subscription, with an automatic invoice.
How do I get the files after paying?
Instantly. Your download page opens the moment payment succeeds, and a permanent download link is emailed to you. Download each file separately or everything in one ZIP.
What software do I need?
Any of the usual tools: Excel or Google Sheets for spreadsheets, Word or Google Docs for templates, Adobe Acrobat Reader, Preview, Xodo or GoodNotes for the fillable PDFs, and Google, Outlook or Apple Calendar for the calendar plan.
Can I get a refund?
Because it is a digital download, kits are not refundable once downloaded. We always refund a duplicate charge or a failed delivery, and if a file is corrupted and we cannot fix it within 3 working days. Full terms: bodhih.org/refunds.
Can my company buy this for a team?
Yes. Team and company licences, and workshops on this topic run by Bodhih Training, are available. Write to solutions@bodhih.com or call +91 99000 11601.
