Independent. Professional. Confidential.
We are trusted by organisations nation-wide and boast industry's finest specialists with over 20+ years of experience in conducting impartial investigations around allegations of inappropriate behaviour.
What our services cover:
- Informal complaint resolution
- Complex formal investigations
- Executive and board-level matters
- Identifying underlying issues like cultural challenges
- Key recommendations and insights
Note: We do not conduct investigations related to fraud, workers compensation, surveillance activities, or matters involving minors.
When to initiate a workplace investigation
When a complaint is made about alleged harassment, bullying or discriminatory behaviour, an informal response is not appropriate. Employers can be held vicariously liable for harassment and bullying behaviour, so it is essential that a complaint be handled well.
Each workplace investigation is different, depending on the nature of the allegation and the organisation, and requires different approaches and methodologies.
When to use an independent workplace investigator
Your organisation may need to initiate a workplace investigation if:
- The matter could not be handled objectively if addressed internally, or the organisation does not have suitable skills or resources available
- Your in-house HR person feels uncomfortable or unable to undertake the investigation process objectively
- The investigation involves senior employees
- The outcome of the investigation will probably be subject to external review
- It is required of your organisation by a third party such as WorkCover, WorkSafe or an insurer.
Need immediate advice?
Call us for tailored advice on your investigation concern
Our proven approach
Workplace investigations conducted by iHR Australia are fair, impartial, prompt and thorough. We deliver our findings in a written report, which provides insights into underlying causes such as lack of capability, culture and management style.
Identify
We clearly identify the allegations and clarify the written Terms of Reference with our client.
Review
All relevant organisational policies, procedures and codes of conduct, professional standards, relevant industrial instruments and employment contracts are reviewed. We also identify and review material legislative obligations.
Verify
Make other inquiries to verify information put forward as fact including but not limited to the interviewing of the relevant individuals
Seek advice (if required)
Obtain and evaluate advice from appropriately qualified experts on technical matters (if required)
Report
Write a detailed investigation report making findings as to whether, on the balance of possibilities, the allegations are made out to the required standard of proof.
Optional Services
Optional services include recommendations on relevant management and systematic / operational issues and advice in cases of false, vexatious or misconceived allegations
Debrief
A thorough debrief is provided to our client and/or other parties, as directed by the client, on completion of the report.
The types of workplace behaviour allegations we investigate
The following statistics come from our 2024 Workplace Investigation Insights Report. These percentages reflect the breakdown of alleged inappropriate behaviour or misconduct types reported.
Definitions of behaviour types:
Inapproriate behaviour
Actions, conduct, or communication that violates professional norms, disrupts the workplace, and has negative impacts on the team. Such behaviours damage respect and collaboration, ultimately resulting in a loss of productivity. In some extreme cases, it can also lead to legal consequences.
Workplace bullying
Repeated, unreasonable behaviour in the workplace that causes a risk to the health and safety of an employee or group of employees. It can range from poor behaviour towards a peer or group of peers, to cases of reverse bullying (towards superiors and senior management), or downward bullying (leading to lack of trust).
Workplace discimination
Unlawful discrimination when an employee, or group of employees, is subject to adverse action, based on numerous protected attributes, including their background, age, disability, race, sex, sexual orientation, education, and employment status.
Workplace harassment
Physical and/or verbal behaviours that are repeated and unreasonable, creating a risk to their health and safety. This could include including intimidation or humiliation directed towards an employee or group of employees which could also disrupt the working conditions.
Workplace misconduct
One-off or repeated patterns of serious misconduct that are wilful or intentional, and are inconsistent with the standards, values, and principles of their organisation, causing imminent risk to the health and safety of their peers and damaging the employer's brand.
Workplace sexual harssment
Harassment that occurs when an employee makes unwelcome sexual advances, requests for sexual favours, or engages in other unwelcome conduct of a sexual nature, where it would be reasonable to expect that the employees being sexually harassed would be offended, humiliated or intimidated.
Frequently asked questions
iHR Australia is a leading provider of workplace investigation services. We provide a range of investigation services, from dealing with informal complaints to significant and complex formal investigations. We also provide inquiry and assessment services, which can help detect underlying tensions and prevent escalations.
Investigations are required when dealing with allegations of inappropriate workplace behaviour in the areas of discrimination, harassment or bullying.
We deal with complaints from operational to senior, executive and board level. Our team are also experienced at liaising with unions who may be representing parties who have made a complaint.
We can also provide detailed insights into the underlying causes of the complaint. Examples of this may be a lack of capability, cultural issues, process failures and high risk management styles.
Yes, our team can review and provide advice and recommendations on your internally conducted workplace investigations. This service can help to ensure your investigations are sound and will stand up to external testing.
Workplace investigations conducted by iHR Australia are fair, impartial, prompt and thorough. We deliver our findings in a written report, which provides insights into underlying causes such as lack of capability, culture and management style.
All iHR Australia workplace investigators are highly skilled, senior HR and Workplace Relations professionals, with a minimum of 15 years’ experience. A number of team members also hold relevant industry legal qualifications.
We work with every size of organisation across the private, government and not-for-profit sectors.
iHR Australia has team members based in Melbourne, Sydney, Perth, Brisbane, and Canberra. Virtual Delivery is also an option where it is not possible to attend a physical location.
For immediate advice or a quote on conducting an independent workplace investigation call 1300 884 687 or make an enquiry via ihraustralia.com
Why trust iHR Australia?
For over 25 years, iHR Australia has been the go-to provider for workplace investigations and conflict resolution services across multiple industries across Australia and New Zealand. With arguably the largest database of workplace investigations in the country, we are well placed to provide data-backed understanding to our knowledge and experience in handling matters relating to employee relations.
