Workplace investigations that hold up when they're challenged

• Bullying and harassment complaints, including sexual harassment
• Misconduct, including theft, fraud, safety breaches and policy breaches
• Psychosocial hazards and complaints about workplace behaviour
• Grievances between employees, and complaints about managers
• Whistleblower and protected disclosures

1. Triage. We assess the complaint, any immediate safety risk, and whether interim steps such as a stand-down are needed.
2. Scope and plan. We set the allegations, the witnesses and the timeline, so everyone knows what is being investigated.
3. Interviews and evidence. Each party gets a fair chance to respond to each allegation. Everything is documented.
4. Findings. A written report states which allegations are substantiated, on what evidence, and why.
5. Next steps. We advise on what to do with the findings: outcomes, discipline, and fixing the cause.

The Fair Work Commission looks at how you reached a decision, not only the decision itself. An investigation that gives the employee a real chance to respond protects the outcome. Employers must also manage psychosocial risks under work health and safety laws, so a complaint is also a safety issue.