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HR Investigation Form Template

Streamline Your HR Process with an Effective Investigation Form

Navigating workplace disputes can feel overwhelming, especially when sensitive issues arise. This HR Investigation Form template is designed to help HR professionals like you gather essential information efficiently, ensuring a fair process for all parties involved. Benefit from clear documentation, improved consistency in investigations, and enhanced compliance with legal standards-all while maintaining a supportive workplace environment. Discover how easily you can create a thorough HR investigation report using this live template.

Use this Template (FREE) Live Preview
Case reference ID
Date reported
Investigation priority
Low
Medium
High
Reporter full name
Reporter email
Reporter role
Employee
Manager/Supervisor
HR
Contractor
Client/Customer
Anonymous
Other
Please Specify:
Complainant full name (if different from reporter)
Respondent full name
List any additional parties involved (optional)
Incident date
Location of incident
Detailed description of the incident
Immediate actions taken (if any)
Incident type
Describe the available evidence (e.g., emails, photos, documents)
Do you have evidence to provide?
Yes
No
Unsure
Witness names and contact details (if applicable)
Were there any witnesses?
Yes
No
Unsure
Policies potentially breached
Does the allegation involve protected characteristics?
Yes
No
Unsure
Prefer not to say
Current risk level
Low
Medium
High
Critical
Unknown
Are interim measures in place?
Yes
No
Not needed
Unsure
Lead investigator full name
Expected completion date
Rationale summary
Preliminary finding
Substantiated
Partially substantiated
Unsubstantiated
Inconclusive
Withdrawn
Not yet determined
Have the parties been informed of the process and next steps?
Yes
No
In progress
Not applicable
I understand this information will be handled confidentially and shared only on a need-to-know basis.
Strongly disagree
Disagree
Neither
Agree
Strongly agree
Do you consent to the storage and processing of this information for investigation purposes?
Yes
No
Type your full name as signature
I confirm that the information provided is accurate to the best of my knowledge.
Strongly disagree
Disagree
Neither
Agree
Strongly agree
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Paper art illustration showcasing an HR investigation form template for FormCreatorAI

When to use this form

Use this form when an employee reports harassment, discrimination, safety breaches, fraud, or other policy violations; when a manager needs to document a serious performance or conduct issue; or when HR receives a third-party complaint about staff behavior. It standardizes intake, helps you gather facts, preserve evidence, and track timelines. Employees, managers, and HR partners benefit from a consistent, fair process and an auditable record. For customer-facing incidents, pair this with a Customer complaint form to capture the external party's account. For facility or environment disruptions that spill into staff disputes, the Noise complaint petition form can supply context from affected teams. The result is a clear record that supports timely action, risk reduction, and a safer, respectful workplace.

Must Ask HR Investigation Questions

  1. What happened, and when did each step occur?

    A detailed timeline lets you test claims against calendars, shifts, and system logs. It also exposes gaps or contradictions that guide where to dig deeper.

  2. Who was involved or present, and how can we contact them?

    Identifying participants and witnesses enables prompt outreach and fair fact-finding. Clear roles reduce hearsay and focus interviews.

  3. Where did the incident take place, and are there cameras, systems, or logs we should review?

    Location points you to evidence sources like CCTV, access badges, chat threads, or ticketing tools. Knowing what exists speeds collection before data is overwritten.

  4. Which company policies, procedures, or expectations might apply or have been breached?

    Tying facts to policy clarifies severity, compliance risk, and required steps. It also keeps decisions consistent across cases.

  5. What impact has this had on your work, wellbeing, or team, and what outcome do you believe is fair?

    Impact shows urgency and helps size interim actions like schedule changes or separation. Desired outcomes reveal expectations and can inform remedies without promising results.

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