A complaint outcome should deal with the allegations, evidence and requested actions. A finding that a complaint is unsubstantiated does not always mean the events did not occur; it may reflect the evidence test, scope or policy wording used.
On this page
Read the outcome carefully
Check which allegations were upheld, partly upheld or not upheld, the reasons given, the evidence relied on and any recommendations. Separate the complaint outcome from any later disciplinary action against another employee, which may remain confidential.
Check the review or appeal route
Department policies differ. The route may be called a review, appeal or grievance appeal. Check the deadline, permitted grounds, who decides it and whether new evidence is allowed.
Common grounds
- Material evidence was ignored or misunderstood.
- A relevant witness was not approached.
- The investigator or decision maker had a conflict.
- The scope excluded an important allegation.
- The conclusion is unsupported by the evidence.
- Policy or procedural requirements were not followed.
- Protected-characteristic or retaliation issues were not addressed.
Members can unlock: an outcome-audit tool, appeal-ground builder, evidence table, wording for review requests, remedy planning and a decision guide covering acceptance, escalation, negotiation, move or external advice.
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