Handling misconduct internally may seem efficient, but it carries significant risks. These are the most common pitfalls that can turn a complaint into a legal or reputational crisis. Bias or Perceived Bias: Internal staff may know the people involved, creating real or perceived conflicts of interest. Even with the best intentions, existing relationships can cloud...

Not every complaint needs an external workplace investigator. But there are clear signs that independence is needed. Some of these signs include (but not limited to): The allegation involves someone senior or well-connected internally The issue is sensitive or likely to cause media or legal exposure There are concerns about fairness or internal bias The...

An Independent workplace investigator will a provide a clear, professional process for managing misconduct allegations. Their job is not to take sides but to uncover facts in a fair and confidential manner. Here is what they typically do: Meet with key stakeholders to understand the complaint Review policies and develop a scope for the investigation...

A legally defensible workplace investigation is one that follows a fair and consistent process, documents all decisions, and stands up to external scrutiny. Key elements include: Clear scope and terms of reference Investigator with appropriate qualifications and no conflicts of interest Confidential handling of information Well-documented interviews and evidence gathering Findings based on evidence and...

Receiving a serious workplace complaint requires a calm, structured response. Whether the allegation involves bullying, harassment, fraud, or discrimination, your next steps are critical. Acknowledge the complaint quickly Maintain confidentiality and limit who is informed Avoid taking sides or drawing early conclusions Review your internal policies and obligations Consider if the matter warrants independent investigation...

When misconduct or serious complaints arise in the workplace, it is critical to act fast and fairly. Many businesses attempt to resolve issues internally, relying on HR or management. But without an independent workplace investigator, the process can quickly become compromised. Bias, real or perceived, can damage trust and leave the organisation exposed to legal...