Workplace investigations for Australian employers
Fair, independent investigations into bullying, harassment and misconduct complaints, with a clear findings report you can act on.
When you need a workplace investigation
When an employee makes a serious complaint or an allegation of misconduct, you need to find out what happened before you make any decisions. A workplace investigation gathers the facts in a fair, structured way, so any outcome is defensible.
Our workplace investigation services help Australian employers respond to bullying, harassment, discrimination and misconduct complaints, with an investigator who is independent of the people involved and a process built on procedural fairness.
Australian businesses trust our HR team
Why use independent investigators
An independent investigation protects your business, your people and the integrity of the outcome.
Get free initial HR advice
Impartiality
Our investigators have no stake in the outcome, so employees can trust the process and the findings.
Fair process
We follow procedural fairness: everyone hears the allegations that concern them, can respond and is treated with respect.
Sensitive and confidential
We handle complaints with care, keep information confidential and support the people involved through the process.
Clear report
You receive a written report setting out the allegations, evidence and findings, with practical recommendations.
Fair Work Representation
If an outcome leads to a claim, we support you at the Fair Work Commission and partner with top employment law firms.
In-person HR services
Need us on site? Compass Onsite brings our investigators to your workplace to interview the people involved in person.
Our workplace investigation process
1. Scope the allegations
We confirm the complaint, set out each allegation clearly and agree the scope, timing and next steps.
2. Interviews and evidence
We interview the complainant, respondent and witnesses and collect documents, messages and other evidence.
3. Findings and report
We make findings on the balance of probabilities and recommend next steps.
What our workplace investigations cover
Types of complaints
Bullying and harassment
- Repeated unreasonable behaviour
- Sexual and sex-based harassment
- Complaints under your bullying and harassment policy
- Allegations against managers or owners
- Meeting your positive duty to prevent sexual harassment
Misconduct allegations
- Theft, fraud and misuse of company property
- Breaches of your code of conduct
- Safety breaches and dangerous conduct
- Conflicts of interest and dishonesty
- Misuse of social media
Discrimination and grievances
- Complaints of discrimination based on a protected attribute
- Formal grievances between employees
- Complaints about unfair treatment
- Concerns raised through a whistleblower policy
- Victimisation after a complaint
How we run each investigation
Planning and procedural fairness
- Confirm the allegations and the scope in writing
- Give the respondent the allegations and a chance to respond
- Allow support people to attend interviews
- Keep the process confidential
Interviews and evidence
- Interview the complainant and witnesses
- Put the allegations and evidence to the respondent
- Collect documents, emails, messages and CCTV
- Keep accurate records of every interview
Findings and recommendations
- Weigh the evidence on the balance of probabilities
- Make a finding on each allegation
- Write a clear, factual report
- Recommend next steps, from training to disciplinary action
- Brief you on the outcome
Acting on the investigation findings
Disciplinary action and dismissal
- Decide on a fair and proportionate response to the findings
- Prepare warning and outcome letters
- Follow a fair process before any dismissal
- Reduce unfair dismissal claim risk
Supporting your team
- Support the people involved afterwards
- Plan a return to normal working
- Use mediation to rebuild relationships
- Check in on wellbeing and safety
Preventing future complaints
- Update your policies and procedures
- Train managers and staff on appropriate behaviour
- Review psychosocial risks at work
- Build a respectful, safe workplace culture
Explore our other HR services
Got a complaint? Talk to an expert.
Common questions about investigations
Answers to the questions employers ask most when a complaint lands on their desk.
What is a workplace investigation, and when does my business need to carry one out?
A workplace investigation is a fair, structured process for finding out what happened when an employee makes a complaint or there is an allegation of misconduct. You should consider one when:
1. An employee complains of bullying, harassment or discrimination.
2. There are allegations of serious misconduct, such as theft or violence.
3. The facts are disputed and you need evidence before making a decision.
4. The complaint involves a manager, an owner or a sensitive relationship.
Read our guide to the workplace investigation process and procedural fairness.
How long does a workplace investigation usually take?
It depends on the number and complexity of the allegations, how many people need to be interviewed and how quickly they are available. A straightforward complaint is usually quicker to resolve than a matter with many allegations or witnesses. The main factors are:
1. The number of allegations and witnesses.
2. Availability of the people involved, including leave.
3. How much evidence needs to be reviewed.
We agree a realistic timeframe with you at the start and keep you updated.
Should we use an internal investigator or an independent workplace investigator?
An internal investigation can suit minor, straightforward issues. An independent workplace investigator is usually the better choice when the allegations are serious, involve a manager or owner, or could lead to dismissal or a legal claim. An external investigator has no stake in the outcome, which makes the process and findings easier to defend.
My business needs urgent HR advice outside of office hours. Do you offer a 24/7 HR advice line?
Yes! We understand HR issues don't always happen on a 9-to-5 schedule. Our 24/7 HR advice line provides Australian businesses with immediate support whenever you need it. Get expert advice on employee conflicts, urgent policy questions, terminations, and more – day or night.
What happens after the investigation report, and can you help with disciplinary action or dismissal?
Yes. The report sets out the allegations, the evidence, a finding on each allegation and our recommendations. You then decide what action to take, and we can help you respond fairly and in proportion to the findings, whether that’s training, mediation, a warning or dismissal. If the outcome is challenged, our Fair Work Representation service supports you with any unfair dismissal or general protections claim.
Do you conduct workplace investigations in Sydney and across Australia?
Yes. We carry out workplace investigations for employers across Sydney, from our offices in the Sydney CBD and Parramatta, and for businesses right around Australia. Interviews can be held at your workplace or remotely, depending on the situation and what suits the people involved.