The landscape for employers responding to workplace issues has changed dramatically over recent times. The expectations on leaders of all organisations have shifted, and it is crucial that employers have sound practices for receiving complaints about workplace conduct – from harassment, discrimination and bullying claims, whistleblower claims and safety incident responses to allegations of conflicts of interest, fraud and corruption.
In an environment where investigations are on the increase, and the expectations of stakeholders and those involved are high, it is crucial that a sensitive and defensible investigation process is implemented. This requires the careful balancing of competing interests – how to best conduct an investigation process that delivers useful outcomes while at the same time managing underlying trauma or health concerns of those involved. It also means navigating a range of other issues, including whistle-blower, privacy, defamation, anti-discrimination, harassment and general employment law obligations.
Our employment team is entrusted by clients to manage some of their most challenging workplace investigations. We offer pragmatic and strategic advice to clients in all industries, ensuring investigations are conducted sensitively, in a timely manner and in a way that is responsive to the expectations of stakeholders.
We can assist clients by conducting an investigation internally or by appointing an external investigator and managing the process for you. We can also explore options other than a formal investigation.
