Will it always be necessary to hold an investigatory meeting with an employee suspected of misconduct?

No, it will not always be necessary for an employer to hold an investigatory meeting with an employee who is suspected of misconduct. The employer must carry out a fair investigation into the allegations and gather evidence to establish the facts of the case. As part of this investigation it may be necessary to hold a meeting with the employee to obtain his or her account of the events in question.

If, following investigation, the employer concludes that disciplinary proceedings are appropriate, it should put the evidence to the employee at a disciplinary hearing, and he or she should have the chance to explain his or her case.