by the Brightmine Editorial Team
Employers may be legally obligated to conduct an internal investigation following the receipt of an employee complaint or becoming aware of certain workplace conditions like a hostile work environment or unlawful activity.
In this guide, learn about:
- Step 1: Take action to stop the suspect conduct
- Step 2: Determine whether to conduct an investigation
- Step 3: Choose the right person to conduct the investigation
- Step 4: Determine whether to involve in-house or outside counsel
- Step 5: Determine whether to impose restrictions on employee activity
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About the author
Brightmine
With more than 10,000 customers, Brightmine is a leading global provider of people data, analytics and insight – empowering HR leaders to deliver brighter business outcomes.
For more than two decades, Brightmine, formerly XpertHR, has continued to help HR leaders confidently navigate the evolving world of work through our unique combination of critical workforce data, AI-enabled technology, and trusted HR expertise.
Brightmine is a division of LexisNexis Data Services within RELX®, a global provider of information-based analytics and decision tools. RELX serves customers in 180+ countries with 35,000+ employees. Ticker: London: REL; Amsterdam: REN; New York: RELX.
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