Bullying at Work

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A team member has just informed me that she is making a report of bullying and harassment against two other team members to HR (I'm all of their manager). What would you expect at this point?

For context, I am iin a Western/European country (not UK) in a company having tens of thousands of employees. From a quick chat with HR it would appear that I would be the one investigating and figuring out what to do - I was surprised. I am a relatively new manager, and this is the first time I have encountered this. So I am both curious what one would expect in similar situations in the UK, and also looking for good advice.

As the manager I would be concerned a member of my team had to go to hr in order to force me to take action. Yes, as manager you need to sort this, ideally before the colleague needs to make an official complaint because honestly, by that point the member of your team has already gone through hell. Making an official complaint isn’t something people find easy.

at this point I’d check the company bullying policy and follow the steps, ensuring I log everything. I’d expect to listen to all parties, expect different perceptions but not dismiss any and suggest restorative justice sessions as a way to move forward.

I definitely want to act on it (like I have acted on all the other concerns and challenges this employee has brought up). Unfortunately our company policy just states 'You must not bully, discriminate and harass', which is not exactly informative. Reading mumsnet it seems that UK companies have a much clearer and constructive policy here, which is why I am trying to see what best practice seems to be there.

Reading your post it appears that process is: listen to all parties separately (not to accept/disagree with anyone's perceptions, but as an exploration of the situation), and after suggest a restorative justice session (unless, of course, there is a reason not to e.g. gross miscondunct or similar).

Are there no company policies about how to raise a complaint?

I would have thought the first stop is you, not straight to HR.

Your company should have a grievance policy - if not I’d be using the ACAS guidance on best practice and how to investigate.
first of all does this employee want to raise a formal complaint/grievance? Or would they be willing to explore informal action (depends how serious the allegation is)
what evidence do they have? Witnesses?
I’d be doing an initial fact find and if it needs to be then a formal investigation where a terms of reference is set as to what exactly is being investigated ie the incidence on x date and by who. I always advise an independent investigator and decision manager.
if they would be willing to take informal action then is mediation an option between all involved to try and repair the relationship?

if formal action, they’ll need to have evidence or witnesses that support the claims (on the balance of probabilities).

https://www.acas.org.uk/disciplinary-and-grievance-procedures

Does your country have an equivalent of Acas. Is there procedure that you must follow to be on the right side of a constructive dismissal claim? Your HR team should know all of this and should be pointing you in the right direction.