Independent Workplace Investigations
Confidential. Procedurally Fair. Independent.
How you handle a complaint determines whether it resolves or escalates
Workplace complaints, misconduct allegations, and behavioural concerns require a structured, impartial response.
Strategic HR Australia conducts independent workplace investigations in Perth and across Australia, helping businesses respond to serious people matters with procedural rigour and defensible documentation.
When You May Need an Independent Workplace Investigation
You may need external investigation support if:
A formal complaint has been lodged.
Allegations involve senior leaders or conflict of interest.
There are claims of bullying, harassment, or misconduct.
Internal handling could be perceived as biased.
Termination may result and procedural fairness must be upheld.
You are unsure what a fair workplace investigation process requires.
Your internal HR team lacks capacity or independence.
Why Workplace Investigations Must Be Conducted Properly
Compliance
Workplace investigations in Perth are often scrutinised under the Fair Work Act 2009 and may be examined in unfair dismissal or general protections claims. A flawed process can undermine otherwise valid decisions.
Culture
Investigations affect more than the individuals involved. Poor handling damages trust, morale, and leadership credibility.
Business Impact
Escalated disputes, reputational risk, leadership distraction, and legal exposure are common outcomes of inconsistent investigations.
Procedural fairness is not optional. It is foundational.
What Strategic HR Australia Does (and Does Not Do)
We Do:
Assess the complaint and clarify investigation scope.
Develop clear Terms of Reference.
Conduct impartial interviews.
Gather and evaluate factual evidence.
Ensure all parties have opportunity to respond.
Apply procedural fairness principles.
Provide structured written findings.
Support leaders with defensible next steps.
We Do Not:
Act as an advocate for either party.
Provide legal advice.
Pre-determine findings.
Offer generic templates without contextual assessment.
Our role is independence, neutrality, and process integrity.
Our Workplace Investigations Process
Initial Triage
Confidential discussion to determine whether a formal investigation is required.
Scope Definition
Clear articulation of allegations and process framework.
Evidence Gathering
Interviews, documentation review, factual analysis.
Procedural Fairness Application
Opportunity for response and careful evidentiary assessment.
Findings Report
Structured documentation outlining analysis and conclusions.
Decision Support
Guidance for leaders on appropriate and defensible action.
Outcomes You Can Expect
- Clear, documented investigation process
- Evidence-based findings
- Reduced risk of procedural challenge
- Defensible decisions
- Independent handling of sensitive matters
- Confidence in next steps
Proven HR Success
by the Numbers
Why Strategic HR Australia
Elisia Coetzee brings more than 26 years’ experience across Human Resources and Industrial Relations, including extensive experience managing complex workplace matters in regulated environments.
Strategic HR conducts workplace investigations aligned with procedural fairness principles and Western Australian regulatory expectations governing investigative services. Every engagement prioritises:
Independence
Impartiality
Structured methodology
Documented evidentiary assessment
Calm, professional handling
We understand how investigations are tested — not only internally, but before external tribunals.
How This Differs from Workplace Mediation
Workplace investigations determine facts.
Mediation facilitates resolution between parties.
If your objective is to restore working relationships through facilitated discussion, mediation may be appropriate.
If allegations require formal findings, structured evidence assessment, and documented conclusions — an independent workplace investigation is required.
Who This Service Is For
Best suited to:
Business owners without internal HR.
Managers facing serious complaints.
HR teams requiring independent investigation support.
Organisations in regulated sectors needing defensible process.
Not ideal if:
You are seeking informal advice only.
The matter is minor and suitable for facilitated conversation.
When serious allegations arise, how you respond matters.
If you need independent workplace investigations in Perth conducted with procedural fairness, discretion, and structured methodology — speak with Strategic HR before taking action.
Workplace Investigation FAQs
What is a workplace investigation?
A workplace investigation is a formal process used to examine allegations of misconduct, bullying, discrimination, or breaches of policy within an organisation.
What is procedural fairness in workplace investigations?
Procedural fairness requires that:
Allegations are clearly put to the employee
The employee is given a genuine opportunity to respond
The decision-maker considers that response before reaching a conclusion
Findings are based on evidence rather than assumption
Under the Fair Work Act 2009, procedural fairness is critical. In unfair dismissal matters, the Fair Work Commission often examines the investigation process just as closely — and sometimes more closely — than the underlying allegation itself.
Even where misconduct has occurred, a flawed or rushed process can undermine an otherwise valid decision.
That is why workplace investigations must be structured, impartial, and properly documented from the outset.
Are workplace investigations regulated in Western Australia?
Investigative services in WA operate within the Security and Related Activities (Control) Act 1996 framework. Workplace investigations must be conducted with procedural fairness and may be scrutinised under employment law.
Do I legally have to conduct a workplace
Not always. But if a serious complaint has been made — such as bullying, harassment, or misconduct — it’s considered best practice to investigate. Failing to do so can result in reputational damage or legal exposure, especially if disciplinary action is taken without a fair process.
Who should conduct the investigation?
Investigations should be carried out by an impartial, qualified professional, either internal or external, to ensure procedural fairness and legal compliance.
Can we conduct our own workplace investigation?
Yes. However, where conflicts of interest or senior leadership involvement exist, independent external investigators reduce risk.
Can an investigation be done if the employee has already resigned?
Yes. In some cases, it may still be appropriate to conduct an investigation, particularly if the behaviour affected others in the workplace or points to deeper issues that could reoccur. It also shows your organisation takes all complaints seriously.
How long does a typical investigation take?
Most investigations are completed within 2 to 3 weeks, depending on the complexity of the issue and the availability of involved parties. We aim to act quickly without compromising fairness or detail.
Will you tell us what action to take after the investigation?
We provide clear findings and practical recommendations, but the final decision always remains with you. We’re here to support and guide, not dictate.
Is the process confidential?
Absolutely. Investigations are handled discreetly, with sensitivity to all parties involved. Only those directly related to the case will be involved, and confidentiality is a cornerstone of our process.