Workplace Investigations
Independent workplace investigations for Australian employers
AWS conducts independent workplace investigations into misconduct, bullying, harassment, discrimination, sexual harassment, grievances and code-of-conduct breaches. An external investigator is generally appropriate where the allegations are serious, where an internal investigator would face a conflict or perceived bias, where senior personnel are involved, or where the matter is likely to be reviewed externally. Each engagement follows agreed terms of reference, a structured methodology and procedural fairness at every step. AWS is not a law firm and does not provide legal representation.
Our approach
Terms of reference
Scope, allegations and standard of proof agreed before fieldwork begins.
Evidence gathering
Structured interviews, document review and contemporaneous record management.
Findings on the evidence
Written findings against each allegation on the balance of probabilities, applied with appropriate regard to the seriousness of the allegation and the consequences of the finding.
Reporting
Investigation reports suitable for workplace conduct, regulator or tribunal processes.
Independence & conflicts
Conflict checks at intake, a documented independence position, and no advisory role in the disciplinary decision that follows.
Scope control
Allegations particularised in writing, with any scope change agreed and recorded before further fieldwork.
Deliverables
The client receives the terms of reference, allegation particulars, an evidence schedule, interview records, the written report with reasons, and recommendations on next steps where requested.
Support after findings
A briefing on the report, and where requested, assistance with process options, reintegration or referral to mediation.
Outcomes
- A well-documented record of process and findings.
- Reduced risk of adverse findings in tribunals or regulator reviews.
- Clear recommendations on conduct, control and remediation.
Related resources
- When should an employer appoint an external workplace investigator? →
The circumstances that point towards an external appointment.
- How long should a workplace investigation take? →
Realistic timeframes and the factors that extend them.
- Managing a workplace complaint: the employer's guide after triage →
Process steps once a complaint has been triaged.
- Managing discrimination and harassment complaints: an employer guide →
Handling complaints that engage discrimination and harassment obligations.