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Have they said what the specific allegations are?
Hi there, sorry I was offline by the time you had replied earlier. I would agree that they seem to have already kind of made up their mind because it is the outcome of the investigation that should determine what allegations you may face, it should not be predetermined. Usually such language is used before a formal disciplinary, where the allegations are already known following investigation and the employee is told that if found guilty, then it would amount to serious misconduct. Still, you need to allow the employer to investigate and deal with this as they see appropriate. If things appear not as they should be or unfair, then you can challenge the, along the way. You have the grievance option first, then you can appeal any dismissal decision, then as mentioned there is the breach of contract claim for unfair early termination of a fixed term contract.
As to times for preparation there is no minimum time required for notice before an investigatory meeting. Potentially you can be asked to attend with no notice because you are not expected to prepare any defence or similar, you just have to provide factual information and answer questions, the answer to which you should know from the top of your head or from reference to documents they have provided.
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