It should be noted at the outset that investigatory meetings are not disciplinary hearings and employers generally have more discretion in terms of the detail that is provided to employees in advance of an investigatory meeting.

In general terms, an investigatory meeting is essentially a fact-finding exercise, and the employee should normally have an understanding of what matters may be discussed at the meeting. If a considerable amount of information is provided this may, depending on the circumstances, give the impression that all the evidence has already been gathered or that the decision has already been formed as to the employee’s guilt. It will therefore be up to the employer to determine what level of detail they believe to be appropriate based upon all of the facts and the allegations made against the employee.

You should also check your disciplinary procedure to ensure that the arrangements for the investigation meeting are compliant with any specific procedural requirements.