HR Investigations

Legal Framework

HR investigations in Northern Ireland are governed by a legal framework that includes the Employment Rights (Northern Ireland) Order 1996, which outlines the rights and obligations of employers and employees. The Equality Commission for Northern Ireland also plays a role in enforcing anti-discrimination laws.

Types of HR Investigations

Harassment

In Northern Ireland in order to comply with the complicated legal rules and illustrated good employment relations, human resource (HR) investigations are important part of maintaining a fair and compliant workplace. HR investigations can cover disciplinary issues, grievances, harassment etc. Some of the issues to be aware of are:

Discrimination

can be direct discrimination is treating someone less favourably in employment because of a characteristic (above), indirect discrimination is applying a provision, criterion, or practice that puts someone with a characteristic such as race, age, sex etc. at a disadvantage.

HR investigations in Northern Ireland can cover a wide range of workplace issues, such as disciplinary issues, grievances, discrimination, harassment, health and safety concerns, and violations of company policies or procedures.

is unwanted conduct related to certain characteristics protected under NI legislation that has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.

Employer Responsibilities

Reporting Procedures

Employers in Northern Ireland have a legal duty to prevent and address bullying, harassment, and discrimination in the workplace. They are required to have clear policies and procedures in place for handling complaints and taking appropriate action.

Employers are responsible for establishing a confidential and accessible process for employees to report incidents of bullying, harassment, or discrimination. These processes should be well-communicated to all employees.

Investigation

In Northern Ireland there is a strict onus on employers to conduct thorough and impartial investigations into complaints of bullying, harassment, or discrimination. The investigations should be fair, respectful, and timely. If this is not done correctly cases brought to Tribunal will fail.

Disciplinary Action

Protection from Victimisation

Employees who report bullying, harassment, or discrimination should be protected from victimisation. They should not face retaliation for making a complaint in good faith

If the impartial investigation confirms that bullying, harassment, or discrimination has occurred, the employer should take appropriate disciplinary action, which may include warnings, suspension, or termination of the offender's employment. This is where Kmarc HR Consulting can assit and add value to your process.

It is crucial for employers in Northern Ireland to create a workplace culture that values diversity, respects the dignity of all employees, and actively prevents bullying, harassment, and discrimination. Training, clear policies, and open communication are essential components in creating a respectful and inclusive work environment. Employees should be aware of their rights and options for reporting incidents to ensure a safe and fair workplace.

Kmarc Consultants have vast experience in this area.

How Kmarc Consultancy Can Help You With Employment Relations Issues in Northern Ireland