Insights
When Should You Conduct a Workplace Investigation?
You should conduct a workplace investigation when you need defensible fact-finding to make a decisionfairly – usually because the allegation is serious, facts are contested, or there’s a policy/legal requirement
Workplace Investigation Report: What It Should Include (and Why Yours Might Be Unusable)
A workplace investigation report should document the process, evidence considered, and the reasoningbehind findings so a decision-maker can act fairly and defensibly. A report that repeats statements and then jumps
Workplace Bullying Investigation: What Good Looks Like (and What Commonly Goes Wrong)
A workplace bullying investigation is a structured fact-finding process to establish what occurred andwhether behaviour meets the organisation’s bullying definition and policies. It must be fair to bothcomplainant and respondent,
Workplace Investigation Training: What to Look for in Australia (and What to Avoid)
Workplace investigation training should build end-to-end capability: deciding whether to investigate, scoping allegations, evidence handling, interview method, procedural fairness, and defensible report writing. The best programs build judgement under pressure
Workplace Investigation Services: What You’re Actually Buying (and How to Choose Well)
Workplace investigation services should deliver an impartial, evidence-based process that is procedurally fair and produces a defensible report a decision-maker can rely on. You’re not buying ‘interviews’ – you’re buying
What Is a Workplace Investigation? (Australian Guide)
A workplace investigation is an impartial fact-finding process used to establish what happened in relation to workplace allegations (for example bullying, harassment, misconduct or policy breaches) so an employer can