Your Guide to Conducting Workplace Investigations in the Construction Industry

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by Rebecca Lister | 5th Sep 2025

Why Specialist Construction Human Resources Consultants Are Essential

Workplace investigations in construction must be impartial, timely, and well-documented. Tailored HR consultancy ensures compliance, protects construction workers, and helps employers manage risks while keeping projects on track.

Article Summary

Workplace investigations are a critical part of maintaining safety, fairness, and legal compliance in any industry; but they are especially crucial in the construction sector where the fast-paced construction projects, heavy machinery and large rotating workforces can give rise to disputes and incidents that may require internal investigation.

If handled incorrectly, issues can escalate into legal disputes which can have far reaching effects for individuals and businesses. Working with experienced construction human resources consultants helps minimise these risks by ensuring investigations are fair, consistent, and compliant.

This article explores the vital role of conducting a fair and compliant workplace investigation and provides a guide for those within the construction sector on how to do so.

Learn how Eclipse HR offers tailored human resources in the construction industry and associated construction sectors, offering strategic and operational support from our years of experience.

Why Workplace Investigations Matter in the Construction Industry

The construction sector is one of the UK’s most significant employers, accounting for around £110 billion in GVA – about 7% of GDP – and supports over 2 million jobs, as referenced in the Government Construction Strategy.

Therefore, contributing significantly to the nation’s economic growth, as well as being responsible for the maintenance and all infrastructure development in the UK.

Workplace incidents can cause great disruption for companies, but with guidance from experienced construction human resources consultants, knowing how to conduct a thorough and effective workplace investigation ensures your business remains legally compliant and upholds its duties.

When an Investigation is Needed

A workplace investigation may not be required for every incident, but some absolutely do. Incidents that may require an investigation could include:

• Accidents resulting in injury or near-miss events
• Allegations of sexual harassment, bullying, or discrimination
• Reports of substance abuse on construction sites
• Theft or vandalism of company property
• Code of conduct violations

If there is a formal complaint, or if a supervisor or safety officer becomes aware of serious concerns, it is essential to act quickly to determine the scope and severity of the issue.

Construction companies and other employers in the industry are legally obliged to respond to such matters with a reasonable investigation that is impartial, confidential, and well-documented.

Importance of Timing

In the construction industry, timing is often everything – not only for meeting project deadlines, but also for handling internal HR issues. When it comes to investigations, delays can lead to increased legal risk. Be that as it may, investigations should not be rushed, and fairness and accuracy should be at the forefront of any investigator’s mind.

To be fully protected, you need tailored human resources in construction that recognise the sector’s unique pace, pressures, and risks. Contact Eclipse HR today for confidential and impartial investigation support.

Who Should Undertake the Investigation

It is important that the investigation is undertaken by an investigator (internal or external) who has undertaken the necessary training to appreciate the scope and purpose of their role, and who has the authority and objectivity to do so.

This individual must have no direct involvement with the incident to ensure they are impartial and to encourage fairness throughout.

Using an external HR consultant who has experience within the construction industry may be the best way to achieve this and allows for the investigation to be conducted accurately and efficiently without diverting internal resources to what may become a lengthy and time consuming process.

Undertaking the Investigation

Planning the Process

Before you begin your investigation, it may be necessary to create a plan which summarises the allegation or issue, lists relevant HR policies or procedures, names those involved, lists evidence to be collated and provides a timeline for completion.

By creating this plan, you can ensure that the process is organised and accurate and can be critical within the construction industry where people and equipment are often moving from site to site, and timely information retrieval is key.

Collecting Evidence

The first step of any investigation is to collect evidence. Depending on the situation this might include:

• Incident reports or safety logs
• Digital time records or keycard access logs
• Emails, texts, or internal messaging app communications
• CCTV footage (if available)
• Equipment usage logs
• Photographs of the scene or equipment

Any evidence collected should be preserved and handled according to data protection laws and internal policy. Any physical evidence should be documented and stored securely.

Documenting the Process

Thorough documentation at every step of the investigation protects both the employer and employees involved. These records should be kept secure and be readily available should any appeals be raised or further evidence brought to light.

Conducting Interviews

Interviews of all relevant parties in a structured, confidential, and non-confrontational manner can be vital in coming to accurate conclusions. These may include the complainant, the accused, and any witnesses. An investigation meeting provides the opportunity to clarify the issue, review documentation, and gather witness statements.

The purpose is not to determine guilt but to establish facts. Throughout, confidentiality and data protection obligations must be upheld in line with company policies and practices, especially when handling sensitive information or serious allegations.

In a construction setting, consider conducting interviews off-site or in a neutral space to minimise workplace disruption and to promote a more comfortable atmosphere for those involved.

Reporting Findings

At the end of the formal investigation, the investigation findings are compiled into a written report which should be clear, concise and supported by evidence. This document outlines the steps taken, the types of evidence reviewed, any witness statements, and suggested next steps – which could include a recommendation to proceed to a formal disciplinary hearing, training, workplace mediation, or changes to company policies.

Taking Action and Closing the Process

Any action taken must be consistent with company policy, legal obligations and principles of procedural fairness.

While confidentiality must be respected, it may also be necessary to inform relevant parties that the investigation has concluded and, where appropriate, outline the outcome. Even if someone raised a complaint that wasn’t substantiated, acknowledging their concerns helps maintain trust in the process.

Partnering with the right construction human resources consultants drives safer sites, stronger teams, and more effective project management. Contact Eclipse HR today.

Learn and Improve

Every investigation presents a learning opportunity. After the process is complete, employers should ask themselves:

• What could have been done to prevent the issue?
• Were there gaps in supervision, training, or policy?
• How can communication or reporting channels be improved?

By having regular reviews of workplace incidents, employers can gain a greater understanding of how they can better support their employers and protect their workplace, leading to safer job sites, stronger morale, and fewer liabilities.

In the high-risk, high-pressure world of construction, a clear and structured approach to workplace investigations isn’t just good practice but can be essential. Employers who take these matters seriously protect not only their workforce but also their projects, reputation, and bottom line. By following a systematic process, construction businesses can respond to incidents with confidence, fairness, and a commitment to continuous improvement.

Tailored HR Solutions for the Construction Industry

In a high-risk, high-pressure industry like construction, fair and well-handled workplace investigations aren’t just a legal necessity – they’re a cornerstone of a safe and successful workforce. By approaching each case with structure, impartiality, and care, you protect not just your people, but your projects, reputation, and bottom line.

Additionally, employers face unique HR challenges that require specialist support for construction. From recruitment challenges and managing staff contracts to ensuring clear and streamlined HR processes are in place, effective HR strategies are essential to keep projects on track and teams motivated.

We have many years experience of providing tailored construction HR services that address everything from employee engagement to employee management support and diversity and inclusion in construction, giving construction companies access to practical HR advice and outsourced HR solutions.

Our highly experienced team here at Eclipse HR are best equipped to understand your business’ needs and our wealth of experience within the construction sector means tailored solutions can be offered that truly reflect the unique needs of your company.

Working as an integrated team, alongside leading law firm Whitehead Monckton, we can also ensure that when clients need specialist construction employment law advice, the integration is seamless, and the support offered is of the same high quality.

Eclipse HR’s expert construction human resources consultants provide clarity, objectivity, and full compliance throughout every stage of the process. Contact our construction HR consultants today to discuss how we can support your organisation with thorough, impartial investigation management.

Author: Rebecca Lister
Rebecca supports the Eclipse HR team and our clients across a range of tasks. Rebecca has recently completed her Master’s degree in Advanced Legal Practice (MLaw) at the University of Kent and is now studying for her Solicitors Qualification Exams. Her academic focus, particularly in employment law, complements her practical experience and deepens her understanding of HR in action.