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When concerns have reached the formal stage, you need confidence in the facts before decisions are made.
I carry out independent workplace investigations and provide clear, evidence-based reports designed to withstand scrutiny.
Workplace investigations conducted by an experienced investigator whose reports have been recognised by employment lawyers for their quality and thoroughness.
Sometimes the issue cannot be resolved informally.
A complaint has been raised.
Accounts differ.
Trust has been affected.
And decisions may have significant consequences for the individuals involved and the organisation.
At that point, assumptions are not enough.
A fair process depends on understanding what can reasonably be established from the available evidence.
Before specialising in workplace and people matters, my career began in investigations.
Since then, I have spent more than two decades conducting investigations, interviewing witnesses, reviewing evidence, assessing conflicting accounts and producing detailed findings reports.
My investigations and reports have been recognised by employment lawyers for their quality, thoroughness and attention to evidence.
That experience helps organisations move beyond opinion, assumption and speculation and focus on the evidence.
I regularly work alongside employment lawyers, HR professionals and organisational leaders where an independent investigator is required. My role is to establish the facts, test the evidence and provide findings.
Decisions about outcomes remain with the organisation.
Every situation is different, but the principles remain the same.
Establish the facts
Gather and review relevant information.
Test the evidence
Explore different accounts, identify areas of agreement and investigate areas of dispute.
Follow the evidence
Avoid assumptions and remain open to where the evidence leads.
Report clearly
Provide findings supported by evidence and explained in plain language.
There are times when independence matters.
For example:
An independent investigation can help strengthen confidence in both the process and the findings.
Typically, clients receive:
Where appropriate, findings are presented in a way that supports decision-makers in taking the next steps.
One of the most common challenges in workplace investigations is distinguishing between:
The goal is not to prove a theory.
The goal is to establish what can reasonably be concluded from the evidence available.
Over the years, I have encountered situations where concerns have been raised about the robustness of an investigation or the quality of the findings report.
In some cases, the challenge was not a lack of effort.
The challenge was that the evidence had not been fully explored, conflicting accounts had not been sufficiently tested or the report did not clearly demonstrate how the conclusions had been reached.
This can leave decision-makers carrying uncertainty at precisely the point they need confidence.
A workplace investigation should not be working towards a preferred outcome.
It should be establishing what can reasonably be concluded from the available evidence.
No. My role is to investigate and report findings. Decisions remain with the organisation.
Yes. Reports are evidence-based, clear and designed to support decision-making.
When decisions may have significant consequences, confidence in the facts matters.
Get in touch to discuss whether an independent workplace investigation would be helpful.
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