WORKPLACE INVESTIGATIONS
Workplace investigations
handled fairly and thoroughly
Independent, practical support to help you investigate workplace complaints, allegations and misconduct concerns with a clear and defensible process.
Trusted by 1100+ organisations
WHEN AN ISSUE NEEDS INVESTIGATING
Serious concerns
need a fair process
A formal complaint has been made
An employee has raised concerns about another person’s behaviour and you need to determine what happened and how the matter should be handled.
The facts aren’t clear
There are different versions of events, limited evidence or conflicting accounts and you need an objective way to establish the facts.
You need an impartial process
The matter is sensitive, involves senior people or could create a perception of bias if it is investigated internally.
Misconduct has been alleged
Concerns about conduct, bullying, harassment or other workplace behaviour require proper investigation before decisions are made.
The risk of getting it wrong is high
The outcome could affect employees, workplace relationships or future employment decisions, so the process needs to be fair, documented and evidence-based.
How we can help
Independent support
from allegation to outcome
Support 01
Plan the investigation
We help define the allegations, scope and process so everyone involved understands what is being investigated and how the matter will proceed.
support 02
Gather relevant evidence
We review documents, correspondence and other relevant material and identify the information needed to properly explore the allegations.
Support 03
Interview the people involved
We conduct structured interviews with complainants, respondents and relevant witnesses to gather their accounts and clarify the evidence.
Support 04
Maintain procedural fairness
Concerns about conduct, bullying, harassment or other workplace behaviour require proper investigation before decisions are made.
support 05
Assess the evidence objectively
The outcome could affect employees, workplace relationships or future employment decisions, so the process needs to be fair, documented and evidence-based.
Support 06
Document the findings
We provide clear investigation documentation and findings to help the organisation determine appropriate next steps.
Why HR Dynamics
HR Support that works around your workplace
We take a practical, down-to-earth approach and give you advice you can put into action.
Real people, not a call centre
One-off or ongoing support
Advice tailored to your situation
Australia-wide support
FAQ
Questions we get asked most
Still have a question?
Not sure what type of HR help you need? Give us a call and tell us what's happening. We'll talk you through your options and help you understand the best next step.
or email us at
When should a workplace investigation be conducted?
A formal investigation may be appropriate where allegations are serious, facts are disputed or an employer needs to establish what occurred before making a workplace decision. The appropriate process will depend on the nature of the complaint, the people involved and the potential consequences.
What does procedural fairness mean in a workplace investigation?
Procedural fairness generally means that a person affected by the allegations is told the substance of the case against them and given a reasonable opportunity to respond before a decision is made. An investigation should also be impartial and findings should be based on relevant evidence.
Who should conduct a workplace investigation?
The investigator should be able to approach the matter impartially and without actual or apparent bias. An external investigator can be particularly useful where the allegations involve senior employees, relationships are complex or internal independence may be questioned.
What happens during a workplace investigation?
A workplace investigation will usually involve defining the allegations, gathering relevant documents and evidence, interviewing the people involved, giving the respondent an opportunity to answer the allegations and assessing the evidence before findings are reached.
Are workplace investigations confidential?
Workplace investigations should generally be handled sensitively and information should only be shared with people who need it for the process. However, complete confidentiality cannot always be guaranteed because allegations and evidence may need to be put to other people so the matter can be investigated fairly.
Can an employee be dismissed after a workplace investigation?
An investigation may inform a later disciplinary or termination decision, but an investigation finding does not automatically mean dismissal is appropriate. The employer still needs to consider the evidence, the seriousness of the conduct, the employee’s response and the applicable workplace requirements before deciding what action to take. The Fair Work Commission has noted that employers should take reasonable steps to investigate serious misconduct allegations and give employees a fair opportunity to respond before dismissal.
Keep reading
You may also like these articles
Performance Management
Defining Performance Standards
2
min read
Read
Leadership & Culture
The Art of Delegation: How Effective Leaders Empower Their Teams and Maximise Productivity
3
min read
Read
Leadership & Culture
5 Key Steps to Becoming a Great Leader: From Self-Awareness to Accessible Leadership
3
min read
Read
The next step is simple
Not sure what to do next? Talk it through with us.
Tell us what’s happening and we’ll help you understand your options and the next step.
No obligation · Just clear HR advice.