Workplace complaints and misconduct can be disruptive, stressful, and legally risky. When these bubble up, a fair and independent investigation isn’t just best practice — it’s essential.
At Strategic HR, we deliver professional workplace investigations to help you manage risk, resolve issues, and protect everyone involved. Led by Elisia Coetzee — a trained investigator with years of experience in conflict and compliance — we help small and medium businesses avoid costly mistakes.
These are some of the issues where a workplace investigation may be required:
Bullying or harassment complaints
Discrimination or inappropriate behaviour
Serious misconduct or breach of policy
Formal grievance or dispute
Allegations requiring independent review
Disciplinary action where facts are unclear
Risk to your business or reputation
Trying to manage internal complaints on your own can open your business to:
An external investigator ensures clarity, objectivity, and legal defensibility. It’s a practical way to protect your business and your people, and gives everyone involved confidence in the process.
“A fair and independent investigation isn’t just best practice — it’s essential.”
Our investigations are:
We know you’re not just checking a compliance box, and neither are we. You won’t be passed from person to person. With Strategic HR, you’ll work directly with someone who gets it, and gets it done right.
Every investigation includes:
Preliminary discussion to understand the issue
Scope and planning of the investigation
Review of relevant documentation
Interviews with involved parties
Thorough analysis of findings and facts
Clear, confidential report with outcomes and recommen-dations
Optional support for next steps (disciplinary action, mediation, etc.)
At Strategic HR, we specialise in helping small and mid-sized businesses manage HR risks. We understand the pressures you’re under, and we don’t just tick boxes — we deliver outcomes you can trust.
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Workplace complaints can be stressful and time-consuming, but you don’t have to handle them alone.
A workplace investigation is a formal process used to examine allegations of misconduct, bullying, discrimination, or breaches of policy within an organisation.
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.
Investigations should be carried out by an impartial, qualified professional, either internal or external, to ensure procedural fairness and legal compliance.
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.
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.
We provide clear findings and practical recommendations, but the final decision always remains with you. We’re here to support and guide, not dictate.
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.