workplace investigation

Resolve Employee Complaints with A Professional External Workplace Investigation.

When an employee lodges an official complaint, conducting an internal investigation can be challenging. Internal investigations often lead to perceptions of bias, which can result in further dissatisfaction and allegations of unfair treatment.

Why Choose Jolasers Workplace Investigations?

Conducting an impartial workplace investigation is crucial to maintaining a fair and positive work environment. At Jolasers, we specialize in external workplace investigations, eliminating concerns about bias and ensuring a thorough, professional process.

Our Expertise:

    • Unbiased and Thorough: As an external team, we provide impartial investigations, preventing any perception of internal bias.
    • Professional Handling: We manage sensitive issues with discretion and fairness, understanding the complexities of workplace dynamics.
    • Comprehensive Reporting: Our detailed reports offer clear, unbiased insights to help you make informed decisions.

Prevent Escalation:

Official complaints can quickly escalate, leading to fractured working relationships and a toxic workplace atmosphere. Acting swiftly and fairly is essential to maintaining a harmonious work environment.

Protect Your Organization:

Avoid the risk of being accused of a biased investigation. Contact us today for a consultation and discover how our expert services can safeguard your organization from the potential fallout of workplace complaints and ensure fair resolutions for all parties involved.

Get in Touch:

Contact Jolasers Investigations now for a confidential chat about undertaking a workplace investigation. Ensure fairness and maintain a positive work environment with our professional services.

Contact Us Today!
Direct Line: 0418 101 164 



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Ballarat Workplace Bullying Investigation video

Stephen Oliver Senior Investigator
Stephen Oliver - Senior Workplace Investigator

Different types of workplace investigations undertaken by Jolasers

Discrimination InvestigationA discrimination investigation is conducted when an employee alleges unfair treatment based on protected characteristics such as race, gender, age, religion, or disability. The investigation aims to determine if discrimination has occurred and to take appropriate action to address it.
Harassment InvestigationHarassment investigations are initiated when an employee reports unwelcome behavior, such as verbal, physical, or sexual harassment, creating a hostile work environment. The investigation aims to gather evidence, interview relevant parties, and take necessary steps to prevent further harassment and ensure a safe workplace.
Retaliation InvestigationRetaliation investigations occur when an employee claims adverse actions were taken against them in response to engaging in protected activities, such as reporting misconduct or participating in a workplace investigation. The investigation aims to determine if retaliation occurred and to protect the employee from further harm.
Misconduct InvestigationMisconduct investigations are conducted when an employee is suspected of violating company policies, rules, or ethical standards. The investigation involves gathering evidence, interviewing witnesses, and determining the appropriate disciplinary actions, which may include warnings, suspensions, or termination.
Whistleblower InvestigationWhistleblower investigations are initiated when an employee reports illegal or unethical activities within the organization. The investigation aims to protect the whistleblower, gather evidence, and take appropriate actions to address the reported misconduct, which may involve legal measures or internal reforms.
Workplace Violence InvestigationWorkplace violence investigations are conducted when there are reports or concerns about threats, physical assaults, or other violent incidents in the workplace. The investigation aims to assess the situation, ensure employee safety, and implement preventive measures to mitigate the risk of future violence.
Jolasers Bullying harassment information

Info Regarding Work Place Bullying Investigations In Ballarat?

If you are trying to find more information on the below topics, you can find great information on this page.

  1. Ballart Workplace Bullying investigation.
  2. Ballarat Workplace Investigation.
  3. Workplace Harassment Investigations Ballarat.

Understanding Workplace Bullying and Harassment in Ballarat

Workplace investigations Ballarat often deal with bullying and harassment, which include verbal abuse, intimidation, and inappropriate comments or actions. These negative behaviours can be exhibited by supervisors, peers, or subordinates, leading to a hostile work environment. Victims of bullying and harassment experience significant stress, anxiety, and decreased job satisfaction, resulting in higher absenteeism and turnover rates.

Initial Stages of Complaints

Bullying and harassment complaints typically begin as informal grievances. An employee might confide in a colleague or a supervisor about their experiences, seeking support and resolution. If these initial concerns are not addressed seriously, it can lead to feelings of frustration and helplessness in the victim. Informal complaints often go undocumented, making it challenging to track the severity and frequency of incidents, which hinders future investigations and the establishment of a behaviour pattern.

Escalation of Complaints

When initial complaints are ignored or inadequately addressed, the situation can escalate. The victim may file a formal complaint, triggering an internal investigation. However, internal investigations can be perceived as biased, especially if the alleged bully holds a position of power. This perceived bias exacerbates the problem, leading to further dissatisfaction and potentially more aggressive behaviour from the bully. This ripple effect can create a tense and divided workplace atmosphere, negatively impacting overall morale and productivity.

Impact on Workplace Harmony

Unresolved bullying and harassment complaints can severely impact workplace harmony. Employees who feel unsafe or unsupported are less likely to engage fully in their work, leading to decreased productivity. A toxic work environment can result in increased absenteeism and high staff turnover rates. Additionally, the organization’s reputation may suffer, making it difficult to attract and retain top talent. A divided workplace hampers effective collaboration, affecting the company’s success and bottom line.

Legal and Financial Implications

Ineffective management of bullying and harassment complaints can lead to significant legal and financial repercussions. Victims may seek external remedies, such as lodging complaints with Fair Work Australia or taking legal action. This can result in costly legal battles, financial penalties, and damage to the organization’s reputation. Fair Work Australia takes such allegations seriously and has the authority to investigate and impose sanctions on organizations failing to provide a safe work environment. Legal costs and potential compensation payouts to victims can be substantial.

Effective Management and Resolution

To prevent the escalation of bullying and harassment complaints, employers in Ballarat should implement proactive measures and foster a supportive workplace culture. Here are some strategies to consider:

  1. Clear Policies and Procedures:
    Establish comprehensive anti-bullying and harassment policies outlining acceptable behaviours and the steps for reporting and addressing complaints. Ensure all employees are aware of these policies and understand their rights and responsibilities.

  2. Training and Education:
    Provide regular training sessions for employees and management on recognizing, preventing, and responding to bullying and harassment. Emphasize the importance of a respectful and inclusive work environment.

  3. Support Systems:
    Create support systems for victims, such as access to counselling services and confidential reporting channels. Encourage open communication and assure employees that their complaints will be taken seriously and handled confidentially.

  4. Impartial Investigations:
    Engage external experts to conduct impartial investigations into complaints. An independent investigation can provide a fair and unbiased assessment of the situation, helping to resolve issues effectively and prevent further escalation.

  5. Early Intervention:
    Address complaints promptly and take immediate action to stop inappropriate behaviour. Early intervention can prevent minor issues from escalating into major conflicts.

Fostering a Positive Workplace Culture

Workplace bullying and harassment are serious issues that can quickly escalate and disrupt harmony in Ballarat workplaces, often leading to a toxic environment. By understanding these problems and implementing proactive measures, employers can create a safe and supportive environment for all employees. Addressing complaints promptly and impartially is key to preventing escalation and maintaining a productive and harmonious workplace.


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Frequently Asked Questions About Workplace Investigations

Workplace investigations can be stressful for both employees and employers. Employees may worry about their performance, feel unfairly scrutinized, or fear the impact on their career.

For employers, these investigations are often demanding and sensitive, requiring confidentiality and careful handling. To help navigate the challenges of workplace investigations more efficiently, we’ve prepared this FAQ guide to address some of the most common questions employers may have when initiating an investigation.

What is a Workplace Investigation?

Workplace investigations are designed to uncover facts, identify problems, and find solutions in response to specific events or complaints, such as bullying or sexual harassment allegations. These investigations follow a structured process to ensure fairness and adherence to organizational policies.

Why is an Investigation Necessary?

While informal resolutions can sometimes address issues, a formal investigation provides structure and ensures all concerns are addressed fairly. It also forms the basis for any necessary disciplinary actions. Companies often hire external investigators to avoid any perceived bias or favouritism.

How Long Does a Workplace Investigation Typically Take?

The duration of workplace investigations can vary, but most last between two and four weeks. Investigations triggered by specific events, such as allegations of bullying or harassment, tend to be shorter due to the urgency to resolve the matter. More complex investigations involving multiple issues or numerous employees may take longer to ensure thoroughness.

Who Can Participate in the Investigation?

Investigators will interview all individuals involved in the investigation, including witnesses. The more relevant people interviewed, the more detailed the final report will be. All interviewees are entitled to have a support person present to provide moral support, as discussing sensitive issues can be challenging.

What Are the Different Types of Workplace Investigations?

Workplace investigations generally fall into four categories: bullying, harassment, sexual harassment, and misconduct. Each investigation follows a similar process, starting with interviews of those who made the allegations, followed by witnesses, and finally, the individuals accused. The investigator then compiles the findings and presents them to the appropriate company personnel.

Can Employees Be Required to Participate in Investigations?

Yes, employees can be required to participate if their involvement is directly related to the issues being investigated. This may include providing documentation, written statements, or being interviewed. Employers should weigh the necessity and value of the employees’ input when deciding on participation.

Are There Requirements for Informing Employees About Investigations?

Employers should inform employees when an investigation is necessary to maintain transparency and build trust. Informing employees can also reduce the risk of retaliation against those being investigated.

Should Employers Comply with Employee Requests During an Investigation?

Employers should generally comply with reasonable employee requests during an investigation, provided they do not interfere with the process. For example, employees may request interviews to be conducted offsite or in private locations to ensure confidentiality. Employers should avoid any appearance of favouritism and provide alternative solutions if a request is deemed disruptive.

Can Disciplinary Action Be Taken as a Result of an Investigation?

Disciplinary actions can be taken following a thorough and complete investigation. These actions should be separate from the investigation process and can range from formal warnings to termination or even police referral in severe cases. It is crucial to ensure that any disciplinary action is based on well-documented findings and follows company policies and legal requirements.

For more detailed information or specific concerns about workplace investigations, contact our expert Ballarat workplace investigation team. We are committed to helping you navigate these challenging situations with professionalism and integrity.

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Telephone: 0418 101 164 (Stephen Oliver)