Conducting Workplace Investigations

Key Elements

1) 18 x 20 minutes Information Packed Videos – 6 hours in total

Designed as a step by step guide to conducting professional and procedurally fair workplace investigations.

The course also helps HR professional and managers to understand workplace complaints  and the best practice method to manage complaints and conduct investigations.

The program is based on real life incidents and complaints, however, does not depict any actual person, place or event.

2) 8 Case studies

Based on real world investigations of complaints of misconduct including bullying, harassment, sexual harassment and discrimination and also other forms of misconduct including misuse of resources including IT, Internet and email, credit cards, expenses and theft and fraud in workplaces which illustrate how to conduct a thorough investigation and avoid the pitfalls and what can and does go wrong and how to avoid the pitfalls that can often occur when dealing with workplace complaints and conducting investigations

3) Accompanying PDF resource manual and fact sheets

Designed to guide you through the content of the program and serve as a future reference

4) Regular Follow Up Emails

To keep you engaged and reveal best practices and developments in employment law/relations pertaining to sexual harassment in the workplace.

When a complaint is received these are the sort of question you should ask

  • Do we have someone with the necessary experience and expertise to conduct an investigation?
  • Can we risk trying to conduct the investigation without the skill, knowledge or training?


  • Not investigating complaints can lead to further complaints and possibly litigation against your organisation.
  • A poorly conducted investigation can make things much worse

Imagine your organisation having a workplace where your HR professionals and managers

  • Are confident that they have the  skill to conduct thorough and professional investigation
  • Have a full understanding of the rules of evidence?
  • Have an understanding of procedural fairness?
  • Have an understanding of the definition of bullying, harassment, sexual harassment and discrimination?
  • Have experience conducting investigations and writing reports that will withstand the scrutiny of commissions and courts

Other benefits for your organisation

  • Knowing you have taken all reasonable and proportionate steps to satisfy your duty of care
  • The peace of mind knowing your HR professionals will get it right the first time every time.
  • A higher retention rate and more productive employees from having a workplace that manages complainants in a professional and timely manner
  • A reputation of being the leader in promoting a sound and responsive workplace
  • Being ‘A great place to work’