Introducing Referent – AI-native practice management software for modern law firms.
Explore ReferentCompany Name: [Company Name]
Department: [HR / Compliance / Management / Other]
Report Date: [Date]
Case Number: [Reference Number]
Date Complaint Received: [Date]
Complaint Received By: [Full Name and Title]
Complainant Name: [Full Name]
Respondent Name: [Full Name]
Department or Work Location: [Department / Location]
Type of Complaint:
☐ harassment
☐ discrimination
☐ retaliation
☐ bullying
☐ policy violation
☐ misconduct
☐ other: [Describe]
Summary of the complaint or concern:
[Describe the allegation, reported conduct, and relevant context]
Date or period of alleged conduct:
[Date or time period]
Investigator Name: [Full Name]
Title: [Job Title]
Department: [Department]
Date Investigation Began: [Date]
Date Investigation Closed: [Date]
The investigation reviewed the following issues:
[Describe the issues reviewed]
The investigation involved the following steps:
[Interviewing parties]
[Interviewing witnesses]
[Reviewing records or messages]
[Reviewing policies]
[Other steps]
Person Interviewed 1: [Full Name]
Role: [Complainant / Respondent / Witness / Other]
Interview Date: [Date]
Person Interviewed 2: [Full Name]
Role: [Complainant / Respondent / Witness / Other]
Interview Date: [Date]
Person Interviewed 3: [Full Name]
Role: [Complainant / Respondent / Witness / Other]
Interview Date: [Date]
Additional persons interviewed, if any:
[Insert names and roles]
The following documents, records, or materials were reviewed:
[Emails or messages]
[Personnel records]
[Attendance records]
[Security footage]
[Policies or handbook provisions]
[Other documents or evidence]
Summary of relevant facts established during the investigation:
[Describe the facts found based on interviews, records, and evidence]
Credibility or consistency observations, if applicable:
[Insert observations]
Investigation conclusion:
☐ allegation substantiated
☐ allegation not substantiated
☐ allegation partially substantiated
☐ inconclusive
☐ other: [Describe]
Relevant policy, rule, or workplace standard involved:
[Insert policy or rule, if applicable]
Recommended or completed follow-up action:
[Coaching]
[Disciplinary action]
[Policy reminder]
[Training]
[No action]
[Other action]
Additional notes:
[Insert notes]
This report is intended for internal review and recordkeeping. It should be shared only with persons who have a legitimate business need to review it, subject to company policy and applicable law.
Additional information relevant to the investigation, decision-making, or follow-up:
Investigator Signature: __________________________
Name: [Full Name]
Title: [Job Title]
Date: [Date]
HR / Management Reviewer Signature: __________________________
Name: [Full Name]
Title: [Job Title]
Date: [Date]
Additional Reviewer Signature, if needed: __________________________
Name: [Full Name]
Title: [Job Title]
Date: [Date]
Each template already follows legal structure and best practices.
The agreement is automatically filled and adapted to your inputs.
Check the generated document, make edits if needed, and download a ready-to-use agreement.
Click below for detailed info on the template.
For quick answers, scroll below to see the FAQ.
Frequently asked
A workplace investigation report is a written document used to summarize a workplace complaint, the investigation steps taken, the information reviewed, and the findings reached. It is commonly used after reports of misconduct, harassment, discrimination, retaliation, policy violations, or other workplace concerns. The report helps create a clear internal record of what was reviewed and what conclusions were reached.
You need a workplace investigation report to document the complaint and show how the matter was reviewed. It helps organize interviews, evidence, timelines, findings, and follow-up actions in one place. A written report also supports internal consistency, recordkeeping, and decision-making by HR, management, or compliance staff.
Use a workplace investigation report after a workplace complaint or concern has been reviewed and relevant facts have been gathered. It is commonly used when an employer has interviewed witnesses, reviewed documents, and needs a formal record of findings and recommended next steps. It is especially useful in employee relations, policy enforcement, and internal compliance matters.
Start with the case reference, the names of the people involved, and a short summary of the complaint. Then describe the allegations, the investigation steps taken, the interviews completed, and the documents or evidence reviewed. Finish with the factual findings, policy conclusions if appropriate, recommended actions, and signature lines so the report is clear and ready for internal review.
AI Lawyer can help by organizing the report into clear sections so each reviewer can find the relevant details quickly. It can also add internal reference fields, review notes, and placeholders that make updates easier to track. A consistent structure helps reduce repeated edits and lowers the chance of missing key details like complaint dates, witness interviews, findings, or follow-up actions before the report is finalized.
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