With the daily barrage of commentary in the news, the Super Retail Group scandal shows no sign of easing.
In 2025, Super Retail Group’s CEO, Anthony Heraghty, was dismissed with immediate effect after ‘’new information’’ emerged regarding his previously undisclosed relationship with the company’s former HR chief. The controversy dates back over 16 months to allegations from whistleblowers and former company lawyers who claimed the pair misused corporate resources to facilitate their affair, creating a toxic workplace culture.
Following a policy
As a company, you may have a policy in place that must be followed, but here are some important steps. Investigations into grievances and disciplinary issues are essential in establishing trust in the organisation. Significantly fewer disciplinary issues can be addressed without a thorough investigation.
Always remember that it is stressful for the person under investigation, so ensure it is carried out on time, but not rushed. Not only does this help the individual, but it also improves the accuracy of the information gathered, as people are prone to forgetting.
Choosing the right person
For potential disciplinary issues, appoint a person to investigate who is not directly involved and allow them sufficient time and access to information to conduct a thorough investigation. Does this person possess the necessary knowledge and experience to comprehend the issues involved? You will need to agree the terms of reference. If another issue arises during the investigation these may need to be widened.
The Investigating officer needs to be fair and objective and not set out to prove guilt. Whilst there is no legal right to be accompanied to a workplace investigation, in some situations it may be helpful. Do you need a translator present for someone who does not have English as a first language? Interviews must be conducted in a confidential and private setting.
It is essential that the questions are designed to establish facts, rather than relying on hearsay. What physical evidence can support the statements? Evidence such as emails, receipts, CCTV footage etc. should all be considered.
After the investigation
Once the investigation has been completed, a report should be finalised with the accompanying witness statements. This is the basis for any subsequent disciplinary action.
Conducting proper investigations is not easy. Often, companies ask us to carry them out as they see us as impartial, adding value to the investigation. Managers can attend our training courses too.
One final thought
While an SME is highly unlikely to have public scrutiny following a failed investigation, it may still be serious at your own level.
In addition to unlimited telephone and email HR support, our retained service offers expert HR advice delivered efficiently, along with indemnity insurance. For help with a specific investigation or to learn more about our retained services and training, don’t hesitate to get in touch with the HR Dept today.