Supporting Practice Staff During Workplace Investigations

Workplace investigations into ethics and compliance issues are vital for upholding integrity within practice settings, but they can also present emotional challenges for those involved

CREDIT: This is an edited version of an article that originally appeared on Corporate Compliance Insights

The outcomes of such investigations extend beyond merely uncovering facts – they can reflect a practice’s commitment to a healthy, fair and considerate working environment where conflicts are resolved productively and working conditions are improved. However, if not carefully managed, these investigations can impact the mental well-being of all participants.

Being involved in a workplace investigation, even if the person is not the one reporting the issue or under investigation themselves, can still be a significant source of stress and anxiety. Practice investigations often address serious concerns such as bullying, harassment, discrimination, theft, or fraud, which can create a tense and uncomfortable atmosphere.

Supporting Staff

The uncertainty surrounding the outcome, worries about relationships with colleagues, or fear of retaliation can all heighten stress levels. Additionally, the emotional toll of participating in an investigation related to sensitive issues can affect overall productivity and the sense of security within the practice environment. Addressing these concerns in a proactive manner can help reduce the stress and anxiety participants experience.

Third Party Involvement

One way to support participants is by involving a third party in the investigation process. This ensures that the investigators are not part of the same workforce that interviewees interact with daily. It’s also essential to acknowledge at the start of the investigation that the process may feel uncomfortable or unfamiliar.

Investigators should recognise the emotions participants may experience, such as anxiety or unease, and validate that the process is an unwelcome addition to their day. Reminding participants about the availability of employee assistance programmes (EAP) can also provide much-needed emotional support. If applicable, practice staff should be encouraged to access these resources to help manage any emotional strain caused by the investigation.

Being Clear and Transparent

Transparency throughout the process is critical for maintaining trust. While confidentiality cannot always be fully assured, it’s important to reassure participants that care will be taken with any information shared, and that their identities and data will only be used when necessary. A transparent approach fosters openness and trust, encouraging participants to share the facts freely and without fear.

In conclusion, workplace investigations in practice settings, while necessary, can have considerable emotional and psychological impacts on staff. By proactively addressing concerns, ensuring transparency and providing support, practice managers can help ease the stress and anxiety that may arise.