A sexual harassment complaint needs a response that is careful, fair and human. The employer needs to manage immediate risk, understand the allegations and investigate disputed facts without prejudging either person.

An external workplace investigator is not necessary for every complaint. The real question is whether independence, experience or distance from the issue will improve the quality and credibility of the process.

A complaint does not automatically require a formal investigation. The key question is whether there are important disputed facts that need to be established before the organisation can make a fair decision.

A bullying complaint can include repeated conduct, management decisions, workplace history and strong feelings on all sides. A good workplace bullying investigation separates those issues and focuses on the facts that actually need to be established.

Some workplace matters can be handled internally. Others benefit from an investigator who sits outside the organisation and can focus solely on establishing what happened. Here is when engaging a workplace investigator in Brisbane may make sense.

A workplace complaint has landed. Before deciding that it needs a formal investigation, slow the decision making down just enough to understand the issue, protect the people involved and choose the right process.