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

No, it will not be necessary in every case 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 will often be necessary to hold a meeting with the employee to obtain their 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 they should have the chance to explain their case.