The investigations platform, purpose-built for UK HR.
ConductPath is the only UK-built platform that drafts grievance, disciplinary, harassment and whistleblowing investigations end-to-end. Our engine produces the documents; your practitioner reviews and approves. Every case is scored against the Acas Code before sign-off — and every action is captured in a tribunal-defensible audit trail.
Workplace investigations are high-stakes work — and the mid-market has been under-served.
An unfair investigation costs more than the tribunal award. It costs retention, culture, insurance premiums, and your HR team's time. ConductPath makes fair, fast, defensible investigations achievable at mid-market cost.
Weeks of drafting, in hours
Investigation plans, interview schedules, witness statements, and finding narratives that used to take an experienced practitioner 20+ hours — drafted in under 2.
Tribunal-ready by default
Employment Tribunal awards uplift by up to 25% for procedural unfairness. ConductPath scores every case against the Acas Code before sign-off — surfacing gaps while they can still be fixed.
Consistent across cases
Same rubric, same rigour, whether the case is heard in Newcastle or Cardiff. Consistency is itself a fairness argument.
Six layers, one investigation.
From intake through outcome, each layer proposes; the HR practitioner disposes. Layer exit criteria block progression until the practitioner has reviewed and approved.
1. Intake & triage
Structured intake of the trigger event — complaint, referral, protected disclosure — with parties, allegations, protected characteristics and timeline captured. Severity classified against the Acas Code and the ACAS Discipline & Grievance Code of Practice.
2. Investigation planning
Drafts the terms of reference, scope, witness list, evidence to gather, and target timeline. Applies Acas procedural checkpoints — invitation in writing, right to be accompanied, reasonable timescales, and notice periods.
3. Interview prep & summary
Drafts non-leading question schedules per witness, tailored to their role (complainant, respondent, corroborating witness, manager). After each interview, transcripts are summarised into structured witness statements with relevance and consistency scoring.
4. Evidence integration
Aggregates documentary evidence (emails, Teams messages, HR records, CCTV logs) and testimonial evidence into a single cross-referenced case chronology. Uploaded files are stored in an encrypted evidence bucket with hash-based tamper detection.
5. Findings & procedural scoring
Drafts the findings narrative with explicit reasoning chains — 'on the balance of probabilities, allegation X is upheld/not upheld because…'. Scores the draft against the Acas Code rubric across ~25 criteria in five procedural-fairness dimensions.
6. Outcome & audit trail
Generates outcome letters — with correct notice of right to appeal, timescales, and any sanction reasoning — plus appeal documentation and a full tribunal-defensible audit trail. Retention is configurable to match your data-retention schedule.
The engine proposes. The practitioner disposes.
ConductPath drafts. It does not autonomously issue outcomes, commit the employer to a decision, or bypass the practitioner. Every decision is captured with reasoning — which is what makes AI-assisted investigations lawful under Article 22 of the UK GDPR.
Engine drafts, you decide
Every layer produces a draft — plan, statement, chronology, finding, outcome — for practitioner review and edit.
Explicit approvals
Layer exit criteria block progression until scope, witnesses, evidence, and reasoning are practitioner-approved.
Structural safeguard
Not just operationally right — a regulatory safeguard against unsafe automation in sensitive employment contexts.
Every case scored across five procedural dimensions.
Before findings are signed off, ConductPath scores the draft against ~25 criteria across five dimensions. Where any score falls below threshold, the platform surfaces a specific improvement to the practitioner — not just a red flag.
| Dimension | What we score |
|---|---|
| Procedural compliance | Acas Code steps followed, invitations in writing, reasonable timescales, right of appeal offered. |
| Evidence sufficiency | Documentary and testimonial evidence adequate to support the finding on the balance of probabilities. |
| Reasoning clarity | Reasoning from evidence to fact clearly recorded, internally consistent, and defensible to a tribunal. |
| Parties' rights | Right to be accompanied, right to respond to allegations put clearly in advance, right of appeal upheld. |
| Audit trail completeness | Every practitioner action, decision, and engine output captured on an immutable timeline. |
Purpose-built for the six investigation types UK HR runs most.
ConductPath understands the substantive framework behind each case type — the Acas Code, the Equality Act 2010, PIDA 1998, the Worker Protection Act 2023 — not just a generic case-management workflow.
Formal grievance under the Acas Code — dignity at work, workload, management concerns.
Alleged misconduct or gross misconduct with fair procedure and sanction reasoning.
Equality Act 2010 protected characteristics, third-party harassment, sexual harassment (Worker Protection Act 2023).
Protected disclosures under the Public Interest Disclosure Act 1998 with anonymity and no-detriment safeguards.
Structured capability investigations where fair process and reasonable adjustments matter.
Policy breach investigations — expenses, gifts, conflict of interest — with retention aligned to statutory limits.
Investigations data is the most sensitive data your HR team holds. We treat it that way.
UK-region hosting, tenant isolation enforced at the database layer, zero-retention AI terms, and an immutable audit trail. Detailed controls on our Security page.
AWS London (eu-west-2). Encryption at rest (AES-256) and in transit (TLS 1.2+).
Row-level security enforced at the database, not just the application layer.
Enforceable MFA policy per workspace. SAML SSO on Enterprise.
AI sub-processors run under zero-retention agreements. Nothing trains third-party models.
Investigations data your leadership team can actually use.
Case volume by type, procedural-fairness trend, cycle time, hot-spot teams. Anonymised, aggregated, and exportable to your board or D&I dashboard.
Surface repeat-offending teams, protected-characteristic patterns, and cycle-time regressions before they become tribunal exposure.
Track your organisation's aggregate Acas score month-over-month — proof of improvement to the board, and to the tribunal if it comes to it.
One-click export of the full case bundle in the format expected by an Employment Tribunal — chronology, statements, evidence, decisions, appeal.
What HR leaders ask us before they buy.
No. ConductPath is human-in-the-loop by design. The engine drafts; your HR practitioner reviews, edits and signs off. That is the safeguard — not just against unsafe automation, but against tribunal challenges to AI-only decision making.
Yes. Every stage is structured around the ACAS Code on Discipline and Grievance and, where relevant, the ACAS Guide on Conducting Workplace Investigations. Findings are scored against ~25 procedural criteria before sign-off.
Customer data is stored in the UK (AWS London, eu-west-2). We are the processor; you are the controller. Our DPA is signed alongside your subscription.
Grievance and harassment cases frequently include special-category data (health, sexual orientation, ethnicity, trade-union membership). We handle it under Schedule 1 Part 1 of the Data Protection Act 2018 (employment) with strict role-based access and retention.
AI output is decision-support, not the decision. The practitioner's sign-off is what carries authority — and the audit trail captures every engine output, every practitioner edit, and every approval so the reasoning is fully reconstructable.
Yes. We offer API-based integration with major UK HRIS platforms (Personio, HiBob, PeopleHR, Workday) on the Enterprise plan.
See ConductPath on your own case material.
Book a 30-minute walkthrough. We'll run the platform on a representative case from your organisation and share the procedural-fairness score at the end — under NDA, no obligation.