Read our guide to help you determine whether or not the CIPD can deal with your concerns
After allegations have been screened and a decision has been made to refer for investigation, panel members review the evidence and decide whether to uphold or dismiss the allegations.
Depending on the volume and complexity of investigations, we estimate that investigation panel members may be called upon 1-3 times per year. Investigations typically take up to six months, involving an estimated 2-5 days for each investigation.
If an investigation panel establishes that there is potential evidence to support the alleged breach(es) of the Code, the case is referred to a conduct hearing. At a conduct hearing, conduct panel members will hear the investigation findings from the CIPD, the Member and from any witnesses. The Panel will then confer to determine if a breach of the Code has occurred and if so, whether to apply a sanction. Conduct panels also consider recommending publication of all or some of the details of the case to the CIPD website.
If a breach is found, the Panel considers whether to recommend publication of some or all the details of the case and it is also able to exercise a range of sanctions.
Conduct panel members may be CIPD members or non-members. As a conduct panel member, preparation for hearings may take 1–2 days. We anticipate that you will be called upon to support 1–3 hearings per year, each probably lasting one day.
To volunteer as a panel member, you need experience of managing investigations, writing reports and sitting on or chairing hearings or tribunals. In return you'll get the opportunity to develop your skills, network with other professionals and make an important contribution to our profession and its reputation.
If you would like to register your interest for the next intake or to find out more, please email firstname.lastname@example.org
What some of our volunteers have said:
I'm pleased to have been able to contribute to maintaining confidence in the HR profession.
I have thoroughly enjoyed this opportunity which is certainly developmental.
I have sat on two disciplinary hearings. There was considerable training and preparation involved. As a lay member I found it interesting and stimulating to work with CIPD colleagues on this and it gave me a different perspective of HR work from that I had previously received as a “customer” for it. The training was very thorough and professional and I felt that I made an important contribution to the decision on disciplinary action of a CIPD member at the hearings. I believe that this outside perspective to such important decisions in people’s professional lives is vital and CIPD are to be commended for treating it so seriously.