Workplace Investigations With Implementation Support

Professional, Impartial Investigations That Don’t Leave You Stranded

When serious workplace allegations arise, you need an experienced investigator who understands Australian employment law, follows procedural fairness, and provides practical guidance for implementing the findings.

Unlike investigators who simply deliver a report and leave, I provide strategic support throughout the implementation process to help you navigate complex organisational challenges.

When You Need a Workplace Investigation

Workplace investigations are required when serious allegations are made that could result in disciplinary action or dismissal.

Common Situations Requiring Investigation:

Bullying and harassment complaints
Sexual harassment allegations
Discrimination claims
Code of conduct breaches
Theft or fraud allegations
Serious misconduct or policy violations
Workplace violence or threats
Conflicts of interest

Why Proper Investigation Matters:

✅ Legal compliance with Fair Work Act requirements
✅ Protection from unfair dismissal claims
✅ Procedural fairness for all parties
✅ Evidence-based decision making
✅ Defensible outcomes if challenged in court

What Makes This Service Different

Investigation Plus Implementation Support

Most workplace investigations end with a written report. While the findings may be clear, organisations are often left uncertain about how to implement recommendations, particularly when dealing with:

Senior leaders or board members involved in misconduct
Family relationships within the organisation
Complex cultural or community dynamics
Anticipated resistance to findings
Concerns about retaliation against complainants

My approach includes strategic guidance for navigating these challenges, helping you implement findings fairly and safely while protecting all parties involved.

The Investigation Process

Step 1: Initial Consultation

Discussion of the allegations, review of relevant policies and documentation, establishment of investigation scope and timeline. Clear agreement on confidentiality requirements and procedural fairness obligations.

Step 2: Planning and Preparation

Development of investigation plan, interview questions, and procedural framework ensuring natural justice for all parties. Identification of potential challenges and strategies to address them.

Step 3: Investigative Interviews

Confidential interviews with the complainant, respondent, and relevant witnesses. All interviews are documented with detailed notes. Support persons may attend as observers.

Step 4: Evidence Review

Analysis of all documentation, emails, messages, policies, and other relevant evidence related to the allegations. Assessment of credibility and reliability of all sources.

Step 5: Findings Report

Comprehensive written report including:

Summary of allegations
Investigation methodology
Evidence gathered and assessed
Findings on each allegation (substantiated, unsubstantiated, or inconclusive)
Recommendations for next steps
Implementation considerations

Step 6: Implementation Guidance

Strategic consultation on:

How to communicate findings appropriately
Managing organisational change resulting from findings
Protecting complainants from retaliation
Supporting all parties through the process
Rebuilding workplace culture and trust

What Makes a Quality Investigation

Impartiality and Independence

As an external investigator, I have no vested interest in the outcome. My role is to find facts and follow proper process, not to protect any particular interest or individual.

Procedural Fairness

All parties have the right to:

Understand the allegations or concerns
Respond to claims made against them
Present their version of events
Provide supporting evidence
Have a support person present at interviews

Thoroughness

Proper investigations require:

Detailed interview notes and documentation
Review of all relevant evidence
Consideration of credibility and reliability of witnesses
Assessment against relevant policies and legislation
Clear reasoning for findings reached

Timeliness

Investigations are conducted as quickly as possible while maintaining thoroughness. Most investigations are completed within 2 to 4 weeks, depending on complexity and availability of parties.

Working With Aboriginal and Torres Strait Islander Organisations

As a non-Aboriginal HR consultant, I’ve earned the trust of Aboriginal and Torres Strait Islander organisations through respectful, and culturally sensitive practice.

Understanding Complex Organisational Dynamics

First Nations Australian organisations often face unique challenges in workplace investigations due to:

Kinship and community relationships that may impact investigation dynamics
Cultural protocols that must be respected throughout the process
Community implications of findings and recommendations
Balancing traditional governance with modern regulatory requirements

My Approach as a Trusted Ally

I work collaboratively with Aboriginal and Torres Strait Islander led organisations, recognising that:

You hold the cultural knowledge that informs appropriate processes
Respect for cultural protocols must be genuine, not performative
Western investigation processes may need adaptation for cultural context
Community consultation may be essential for appropriate resolution

What This Looks Like in Practice:

Culturally appropriate communication styles in interviews
Flexibility with timeframes to accommodate cultural obligations
Understanding of shame and cultural sensitivities
Recognition that family and kinship dynamics require careful navigation
Willingness to adapt processes while maintaining legal requirements
Ongoing consultation with cultural advisors where appropriate

Cultural respect discount for First Nations Australia-led organisations:

Standard investigations: $500 + GST per hour (regular rate $550)
Sexual harassment, sexual assault & bullying investigations: $550 + GST per hour (regular rate $605)

Investigation Plus Strategic Support Package

Standard Investigation Service

$500 + GST per hour
First Nations Australia-led organisations: $450 + GST per hour (cultural respect discount)

Sexual Harassment, Sexual Assault & Bullying Investigations:
$550 + GST per hour
First Nations Australian-led organisations: $500 + GST per hour

Premium rate for sexual harassment, sexual assault and bullying investigations reflects the specialised trauma-informed approach, emotional complexity, and additional expertise required for these highly sensitive matters.

Includes:

Complete investigation process (all 6 steps above)
Comprehensive written report with findings
Recommendations for next steps
One follow-up consultation to discuss findings

Custom pricing based on scope and complexity

Includes everything in Standard Investigation, plus:

Strategic planning for implementing recommendations
Guidance on managing complex organisational dynamics
Support for communicating findings appropriately
Advice on protecting complainants from retaliation
Consultation on rebuilding workplace culture
Ongoing availability during implementation phase (3 months)

Particularly valuable when:

Findings involve senior leaders or board members
Family relationships complicate implementation
Cultural or community dynamics require careful navigation
Anticipated resistance to findings
Multiple stakeholders need management
Organisational change is required

When Implementation Support Is Essential

You may benefit from extended implementation support if:

✓ Investigation findings require removing or disciplining senior personnel
✓ Family relationships within the organisation complicate action
✓ Cultural or community dynamics require careful navigation
✓ Board or leadership need coaching on difficult decisions
✓ Anticipated resistance or retaliation needs management
✓ Organisational culture change is required
✓ Multiple stakeholders have competing interests
✓ Previous attempts to address issues were unsuccessful

Why Choose King HR for Workplace Investigations

Professional Qualifications

AHRI Certified Professional – Australia’s peak HR body recognition
University of Sydney Graduate – Psychology, English, Philosophy majors
15+ years experience – Complex workplace investigations across diverse organisations
Qualified Trainer & Assessor – Understanding of adult learning and behaviour change
Registered cultural Ally – Evolves Communities

Practical Experience

Experience across construction, professional services, Aboriginal and Torres Strait Islander-led organisations, and corporate environments
Understanding of complex organisational dynamics and power structures
Proven ability to navigate sensitive cultural and community relationships
Track record of supporting organisations through difficult implementation processes

Comprehensive Approach

Investigation doesn’t end with the report
Strategic thinking about implementation challenges
Understanding that findings must be actionable, not just technically correct
Commitment to protecting all parties throughout the process

Cultural Sensitivity

Trusted by Aboriginal and Torres Strait Islander-led organisations as respectful non-Aboriginal ally
Experience adapting processes for cultural appropriateness
Genuine commitment to working collaboratively, not imposing solutions
Recognition that cultural expertise belongs to the community, not the consultant

Ready to Proceed With an Investigation?

Workplace investigations are serious matters requiring professional expertise, procedural fairness, and strategic thinking about implementation.

Get Started:

📞 Contact for Confidential Consultation
Discuss your situation confidentially and receive guidance on next steps. 24-hour response guaranteed.

🆓 Free 15-Minute Initial Discussion
Understand the investigation process and whether it’s the right approach for your situation.

📋 Free HR Checklists
Identify potential compliance gaps before they become investigation matters.

Additional Services:

🔍 HR Audit – $997
Proactive compliance review to identify risks before complaints arise.

⚖️ Dispute Resolution
Alternative to formal investigation for conflicts that can be mediated.

🤝 Ongoing HR Support
Prevent issues requiring investigation through proper HR systems.

Frequently Asked Questions

How long does an investigation take?

Most investigations are completed within 2 to 4 weeks, depending on complexity, number of parties involved, and availability of witnesses. Urgent matters can sometimes be expedited.

What if someone refuses to participate?

Participation in workplace investigations can be a requirement of employment. Refusal to participate is noted in the report, and the investigation proceeds based on available evidence. There may be employment consequences for non-cooperation.

Will the investigation be confidential?

Investigations are conducted confidentially to the extent possible. However, procedural fairness requires sharing relevant information with parties who need to respond to allegations. Complete anonymity cannot be guaranteed.

What happens after the investigation report?

The organisation receives the report and recommendations. Implementation decisions rest with the organisation, though I’m available to provide strategic guidance on implementing findings appropriately.

Do you work outside Sydney?

Yes, I conduct investigations Australia-wide. Many investigations can be conducted via video interview, though in-person attendance is available when beneficial.

Protecting Your Organisation Through Professional Investigation

Don’t leave workplace complaints unresolved or handle investigations without proper expertise. The legal, financial, and reputational risks are too significant.

Contact me today for confidential discussion of your investigation needs.

Professional workplace investigation services designed for Australian organisations, ensuring compliance with Fair Work Act requirements while respecting cultural sensitivities and organisational complexities.

Workplace Investigations – Sydney and Australia Wide