Manager tool 04
Workplace investigation question prompts
Neutral prompts to establish what happened, test evidence fairly and avoid leading a witness.
Best for
A manager appointed to investigate a disciplinary complaint or grievance
Time
Use to plan each interview
Reviewed
10 September 2026
Pause and get HR or specialist advice if...
- You are a witness, decision-maker or otherwise not independent.
- The matter involves safeguarding, suspected criminal conduct, whistleblowing or a serious wellbeing risk.
- You have not been given written terms of reference or a clear allegation to investigate.
Open the meeting
- Explain your role, the purpose of the meeting, how notes will be handled and what happens next.
- Confirm that no decision has been made and ask the person to use their own words.
Please describe what happened from the beginning.
What did you see, hear or do yourself?
Build the chronology
When and where did this happen?
Who was present before, during and afterwards?
What happened immediately before and after?
When did you first tell someone or make a record?
Test the detail fairly
How do you know that?
Is that something you observed or something another person told you?
What documents, messages or records may support or challenge this account?
Is there anything you are unsure about or cannot remember?
There is a different account of [point]. Can you help me understand the difference?
Close without gaps
- Summarise the key points and explain how the witness can check the meeting note.
- Do not ask a witness to agree with your theory or promise confidentiality you cannot maintain.