Mental Wellbeing During Workplace Investigations

Workplace investigations can be stressful for everyone involved and have a significant impact on mental wellbeing.  Anxiety, fear and uncertainty can arise both during and after the investigation.  Providing effective support for mental health and wellbeing at work remains a top priority and employers have a duty of care to ensure that all formal processes, including investigations, are handled sensitively.  Managers who conduct investigations therefore need to be mindful of the potential impact on mental health and that it could exacerbate an existing mental health condition.

So how can you mitigate against the risks involved and ensure that the process feels fair and supportive?  The starting point is to proactively  ensure that you have clear policies and effective training in place for investigations which include procedures for handling mental health concerns.

Training

In addition to understanding investigation processes and techniques, training for investigators should:

• Equip them with the skills to identify stress, anxiety or depression and respond appropriately
• Ensure they know how to handle cases in a balanced way whilst being sensitive to the emotional states of those involved
• Highlight the importance of keeping an open mind and interacting with all those involved with empathy and understanding.

Here are our top tips for looking after wellbeing throughout an investigation process

At the start:

• Consider using an external investigator to avoid the additional stress of being investigated by a peer or senior colleague, however impartial, especially where the issues are sensitive  and there could be concerns about perceptions after the investigation has concluded
• Acknowledge the potential emotional impact upon those involved, reassure them that their wellbeing is a priority and signpost them to support available such as EAP services and mental health first aiders
• Depending upon the nature of the investigation, consider how adjusting workloads may to help alleviate stress whilst the investigation takes place
• Set clear expectations by outlining the process, timelines and potential outcomes to all involved parties
• If you are considering whether to suspend an individual, ensure you have first considered alternatives to suspension and regularly review whether the suspension needs to continue
• Assign someone in the organisation that those involved can contact if they have any concerns or are struggling with the process

During the process:

• Ensure that the requirement to maintain confidentiality is clear and limit the sharing of information to those directly involved in the investigation process
• Consider how you can create a psychologically safe environment and use compassionate language so everyone feels safe to speak openly without fear of negative repercussions
• Be prepared to make reasonable adjustments to the investigation process for those with mental health conditions and obtain advice from occupational health professionals where appropriate
• Keep everyone involved informed about the progress of the investigation to reduce uncertainty and stress
• Provide regular reminders of support available
• Avoid unnecessary delays to resolve cases as quickly as possible without sacrificing thoroughness or fairness
• Be flexible with deadlines when someone may need more time to respond or participate fully if they are experiencing significant stress or anxiety
• Continue to review any need for suspension and ensure that anyone remaining on suspension receives a regular call to check on their welfare

After the investigation:

• Offer debriefing sessions for those involved to ensure they are clear about outcomes and what, if anything, happens next
• Check in with them about their wellbeing and remind them of ongoing support available to them
• Consider a phased return, or other support measures, to ease a transition back to normal duties if someone has been on a prolonged period of leave, or assigned other duties, due to the investigation
• Review the process to identify any opportunities to improve

Safeguarding the wellbeing of those involved in an investigation not only enables an organisation to fulfil its duty of care and reduce the risk of health issues and absence, it also increases the likelihood of engagement with the process and participation in achieving a satisfactory resolution.

Contact us for more information on how Vista can support you with effective investigations training, or if you are considering outsourcing an investigation to one of our specialist workplace investigators.