When an employee files a harassment claim or a serious grievance, the stakes are incredibly high. The last thing you want is for that employee to feel their story is being ignored or swept under the rug by “management.”
To avoid accusations of a cover-up, many employers choose to engage an independent Melbourne investigator rather than handling it in-house.
These external professionals help gain the trust of the complainant while objectively uncovering the truth. When used effectively, an independent investigation protects your business from reputational damage and legal liability.
What is an Independent Investigator?
An independent investigator is a neutral third party contracted to conduct a fact-finding inquiry. Typically, this person is a licensed private investigator or an employment lawyer who has no prior relationship with your staff.
They are essential when there are conflicting accounts (he said/she said) or when the allegations involve senior leadership. In these high-stakes scenarios, internal HR teams often face a conflict of interest that makes objectivity impossible.
Why Independence is Critical
The primary value of an external investigator is Procedural Fairness.
An external party gives the complainant confidence that the outcome won’t be rigged. This is particularly vital when dealing with complex misconduct allegations such as sexual harassment or fraud.
Key Benefits:
- Removing Bias: An outsider has no loyalty to office cliques or managers.
- Making Amends: It demonstrates to the victim that the company is taking the matter seriously enough to pay for a professional review.
- Legal Defence: If the employee sues, a report from an independent expert holds more weight in court than a report written by the manager’s friend in HR.
When NOT to Use an Independent Investigator
Not every complaint requires an external pro. You must triage the issue first.
If a complaint is trivial (e.g., “He didn’t say hello to me”) or lacks specific allegations (e.g., “The vibe is bad”), a full-scale external investigation is likely a waste of resources. These issues are often better handled through internal mediation or culture reviews.
However, be careful. If you dismiss a complaint as “frivolous” too early, you risk missing the warning signs of deeper bullying.
Choosing the Right Investigator
When selecting a professional, you need someone with a track record of discretion and thoroughness.
Consider Availability and Logistics
Cost is always a factor. If you are conducting investigations in Geelong or regional Victoria, you need an investigator who can travel to the site to conduct face-to-face interviews.
Remote interviews (Zoom) are possible, but for sensitive matters, being in the room to read body language is often superior. Ensure your chosen investigator has the capacity to meet your timeline.
Summary
Workplace investigations are stressful, but they are also an opportunity to prove your company’s integrity.
By bringing in an independent expert, you send a clear message: We care about the truth.
This approach minimizes the risk of legal action and helps heal the workplace culture faster than a clouded internal process ever could.
Need an Unbiased Opinion?
Jolasers provides independent, fact-based investigations to help you resolve conflicts fairly.
Telephone: 0418 101 164 (Stephen Oliver)
Service Areas:
Melbourne | Geelong | Misconduct Services
Common Questions
What is the difference between a lawyer and a PI?
Both can conduct investigations. Lawyers can offer ‘legal privilege’ over the report, while Private Investigators (like Jolasers) are often more cost-effective and specialized in factual evidence gathering.
How much does it cost?
Costs vary based on complexity and the number of witnesses. However, the cost of a professional investigation is significantly lower than the cost of defending an Unfair Dismissal claim in court.
Will the report be confidential?
Yes, generally. However, if the matter goes to court or the Fair Work Commission, the report may be discoverable (required to be shown) unless legal privilege applies.