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 organisation does not have in-house investigative expertise
- The complaint involves possible breaches of law or protected disclosures
External Workplace Investigators are especially valuable when impartiality or credibility could be challenged. They reduce the risk of conflict, ensure legal obligations are met, and often resolve matters more efficiently.
In many cases, early intervention from an independent investigator helps organisations avoid escalation. It also provides a clearer basis for defensible decision-making and protects both the complainant and the respondent from real or perceived injustice.
Checklist: Should You Bring in an External Workplace Investigator?
- Are senior leaders or executives involved in the allegation?
- Could the issue result in legal action, media interest, or regulatory scrutiny?
- Are internal stakeholders too close to the matter to be objective?
- Does your organisation lack experienced internal investigators?
- Are you managing a protected disclosure or whistleblower complaint?
- Is impartiality, transparency, or procedural fairness critical in this matter?
If you answered yes to any of the above, engaging an external investigator may be the most prudent step.
The Benefits of Early Intervention
Bringing in an external workplace investigator helps demonstrate that the matter is being handled with care and professionalism. It protects the rights of all involved and provides a defensible record of what occurred and how it was managed.
Not every complaint needs an external workplace investigator. But there are clear signs that independence is needed.
- 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 organisation does not have in-house investigative expertise
- The complaint involves possible breaches of law or protected disclosures
External investigators are especially valuable when impartiality or credibility could be challenged. They reduce the risk of conflict, ensure legal obligations are met, and often resolve matters more efficiently.
In many cases, early intervention from an independent workplace investigator helps organisations avoid escalation. It also provides a clearer basis for defensible decision-making and protects both the complainant and the respondent from real or perceived injustice.
Bringing in an external investigator helps demonstrate that the matter is being handled with care and professionalism. It protects the rights of all involved and provides a defensible record of what occurred and how it was managed.
Parker West Group offer tailored workplace investigation services designed to address today’s most pressing workplace issues. View our services here and we encourage you to get in touch for a no-obligation consultation if you have concerns regarding a complaint that you have received.