Workplace Investigations: Getting the Process Right

Please note that participants may attend this workshop either in-person and online.

When a workplace complaint is made, knowing what to do next can make a significant difference.

This practical information session will give small business owners and HR practitioners the skills to manage simple, straightforward workplace investigations internally, while also helping them recognise when a matter requires independent support.

The session will follow an investigation from the moment a complaint is received through to findings and the final report, with a strong focus on practical application rather than theory.

Participants will cover:

• Triage – deciding whether a matter can be resolved informally, investigated internally or should be referred to an independent investigator, including what to do in the first 48 hours.

• Setting up the investigation – developing clear allegations, defining the scope, planning the process and managing confidentiality.

• Procedural fairness – understanding the key principles that help ensure an investigation and its outcomes are fair and defensible.

• Interviewing – planning and conducting effective interviews, gathering reliable evidence and managing difficult conversations.

• Practical case study – working through a realistic workplace bullying complaint in small groups.

• Findings and reports – applying the balance of probabilities, weighing evidence, documenting findings and understanding what a sound final report should include.

Participants will also receive two practical take-home resources: a step-by-step workplace investigation checklist and a guide to preparing a final investigation report.

Scott Mackenzie, Principal, Adomas Solutions

Scott is an independent workplace investigations consultant with more than 21 years of law enforcement and executive advisory experience.

He conducts impartial investigations into workplace grievances, misconduct, bullying, harassment and code of conduct matters, with a strong focus on procedural fairness, evidence and clear, defensible findings.

His experience includes managing complex HR, conduct and industrial matters at an executive level, as well as eight years as a Police Negotiator. This background has developed a practical approach to sensitive investigations and difficult interviews, with an emphasis on fairness, discretion and respect for everyone involved.

This session is designed to help participants approach workplace investigations with greater confidence, understand the key steps in a sound process and identify when specialist assistance is needed