Workplace Investigations
Independent, defensible workplace investigations that protect your people, decisions and organisation.
Workplace Investigation Services
Fuse HR specialises in complex, high-risk workplace investigations where fairness, independence, and credibility are critical. When matters escalate, they require a more structured, procedurally fair investigation process. Our experienced, licensed and independent workplace investigators bring a safe, fair and fact based driven process.
Bullying Complaints
Independent investigations to protect individuals and reduce risk to the organisation.
Harassment & Discrimination
Fair, confidential investigations compliant with employment law and defensible outcomes.
Disciplinary and Misconduct
Structured investigations supported with evidence - based decisions that stand up to scrutiny.
Employee complaints beyond informal resolution
Formal investigations that can no longer be managed informally and require an impartial process.
Matters involving multiple parties
Clear, methodical investigations to ensure consistency, fairness and credible findings.
Sensitive, high-risk & complex issues
Specialist investigations where reputational, legal, or cultural risks are elevated.
Cases requiring an independent & licensed investigator
Independent and licensed investigators where impartiality and credibility are critical.
When Is a Workplace Investigation Needed?
When issues escalate beyond informal resolution
Once a matter has moved past early discussion or mediation particularly with bullying, harassment, or repeated complaints, informal handling increases risk rather than reducing it. At this point, a structured, independent investigation is the appropriate step to ensure fairness and protect the person and organisation.
When impartiality or credibility may be questioned
If a complaint involves senior staff, multiple parties, or existing relationships, internal handling can create real or perceived bias. Investigations should be independent when credibility, trust and defensibility matter.
When decisions need to stand up to scrutiny
Some outcomes may lead to disciplinary action, termination, or external challenge, employers need confidence that the evidence has been tested, witnesses credibly assessed and procedural fairness followed.
“How an investigation is handled matters just as much as the outcome, especially if decisions are challenged.”
- Brad Weir
Why choose Fuse HR for Perth Workplace Investigations
Fuse HR provides independent, procedural fairness supported with real expert experience. Our approach goes beyond policy interpretation, we apply expert judgement and practical insight across all employment matters.
Independent and impartial investigations that protect credibility
Over 30 years of real experience across complex employee relations matters
Licensed and approved investigators with deep employment law experience
Trusted to manage sensitive, high-risk workplace issues
Clear, evidence-based reports that support confident decisions
A balanced and focused approach that treats people fairly
Practical support for leaders navigating difficult situations
Workplace Investigation process
Leveraging over 30 years of expertise, Fuse HR follows a clear, structured and fair investigation process designed to minimise risk and ensure reports are credible.
Early assessment and clear framework
We assess the issue to determine whether a formal workplace investigation is required and identify potential risks early.
Independent investigator engagement
We align your organisation with one of our independent licensed workplace investigators. This removes real or perceived bias and strengthens the defensibility of the investigation and its findings.
Evidence collection and witness interviews
The investigation follows a structured evidence gathering process, including interviews with complainants, respondents and relevant witnesses. Evidence is documented confidentiality and maintained throughout the process to protect integrity and encourage psychological safety.
Report Findings and Recommendations
All evidence is analysed using principles of procedural fairness. Preparation of a clear, defensible investigation report with structured findings and recommendations which may include; disciplinary action, training or broader organisational actions.
How we Approach Workplace Investigation
Independence matters
Fuse HR is engaged when credibility is critical. Our investigations are independent and impartial, protecting the organisation, the individuals involved, and the defensibility of the outcome. When matters are complex or high-risk, independence is not optional.
Procedural fairness protects everyone
We don’t just resolve complaints, we apply procedural fairness at every stage of the investigation. This ensures decisions are evidence-based, balanced, and able to stand up to scrutiny if challenged.
Expert judgement, not tick-the-box processes
Fuse HR brings deep, real experience across complex employee relations matters. Our work goes beyond policy application, using professional judgement to manage risk, assess credibility, and support confident decision making.
“How you manage an investigation matters just as much as the outcome.”
- Brad Weir
What's the cost of poorly managed Workplace Investigations?
Legal or Regulatory Risk
Increased likelihood of claims, disputes, or adverse findings due to procedural unfairness.
Escalation of issues
Matters that could have been contained often worsen, involving more people and greater complexity.
Reputational damage
Loss of trust with employees, leadership, unions, stakeholders, or company reputation.
Undefensible decisions
Outcomes that cannot be supported if challenged, exposing leaders and executive boards to scrutiny.
Cultural impact
Reduced trust, disengagement, and long term damage to workplace culture, engagement and morale.
Leadership time and cost
Significant time, resources, and distraction from core business activities.
Frequently asked questions
An employer should escalate to a formal investigation when a matter moves beyond informal resolution, particularly in cases involving bullying, harassment, misconduct, multiple parties, or potential disciplinary outcomes. Escalation is required when facts, evidence, and credibility must be formally assessed to ensure procedural fairness and manage risk.
Independence is critical to protect credibility, fairness, and defensibility. Internal investigations can create real or perceived bias, particularly in complex or sensitive matters. Fuse HR ensures procedural fairness by using independent, licensed investigators, applying evidence-based assessment, testing credibility, and giving all parties a fair opportunity to be heard.
A poorly handled investigation can expose an organisation to legal challenge, escalation of issues, reputational damage, loss of trust, and decisions that cannot be defended. Procedural errors often increase risk rather than resolve it, impacting both organisational culture and leadership confidence.
No. Not all investigations result in disciplinary action. Outcomes depend on the findings and evidence. In many cases, investigations identify training needs, education gaps, or broader organisational or cultural issues rather than individual misconduct.
Outcomes may include disciplinary action where appropriate, training or education, changes to systems or processes, or broader organisational or cultural improvements. When used effectively, investigations help resolve issues, reduce future risk, and strengthen workplace practices.
Get expert advice before issues escalate
Workplace matters can quickly become complex and high-risk. An independent investigation can protect your people, your decisions, and your organisation. Speak with a Fuse HR licensed investigator confidentially to get clear guidance on the next steps.
