Workplace complaints are an inevitable part of managing people. Whether the issue involves allegations of workplace bullying, harassment, misconduct, discrimination, or a breach of company policy, employers are often faced with an important question:

Is a formal workplace investigation required?

The answer isn’t always straightforward.

While some matters require a comprehensive investigation to establish the facts, others may be more appropriately resolved through informal discussions, coaching, mediation, or other workplace processes. Making the right decision early helps employers respond fairly, minimise organisational risk and maintain positive workplace relationships.

Understanding when to conduct workplace investigations is just as important as understanding how to conduct them.

Why Workplace Investigations Matter

Effective workplace investigations help employers establish the facts before making decisions that may affect employees, workplace culture or the organisation.

A well-managed investigation can:

• Ensure procedural fairness for everyone involved.
• Support informed and objective decision-making.
• Reduce the risk of legal disputes and unfair dismissal claims.
• Demonstrate compliance with workplace legislation and internal policies.
• Reinforce a safe, respectful and accountable workplace culture.

However, commencing a formal investigation when one isn’t required can consume valuable time and resources, while unnecessarily escalating a workplace issue. The key is assessing each situation carefully before deciding on the most appropriate course of action.

Assessing Whether a Workplace Investigation Is Required

No two workplace complaints are the same. Every situation should be assessed on its own merits before determining whether a formal investigation is necessary.

When assessing a complaint, employers should consider questions such as:

• How serious is the allegation?
• Does the matter involve potential misconduct, bullying, harassment or discrimination?
• Has there been a breach of workplace policies or employment obligations?
• Is there evidence that should be preserved?
• Could the issue be resolved through an informal discussion, coaching or mediation?
• Are there health and safety, legal or compliance obligations that require immediate action?
• Can the person responsible for managing the matter remain impartial throughout the process?

Taking a structured approach helps employers make consistent, proportionate decisions while reducing the risk of procedural errors.

Managing Workplace Complaints Effectively

Not every workplace concern requires a formal investigation.

Some employee complaints can be resolved quickly through open communication, early intervention or informal resolution. Others, particularly allegations involving serious misconduct, workplace bullying, harassment or safety concerns, may require a formal investigation to ensure procedural fairness and minimise organisational risk.

Understanding the difference enables employers to respond confidently while protecting both employees and the business.

If you’re managing concerns relating to bullying or employee grievances, you may also find our article on Workplace Grievances and Bullying in Australia helpful.

Staying Compliant with Australian Workplace Laws

Employers should ensure their workplace investigation processes align with current employment legislation, internal policies and best practice.

The Fair Work Ombudsman provides practical guidance on resolving workplace issues, employer obligations and creating fair workplace processes. Reviewing authoritative guidance alongside your internal procedures can help ensure investigations are conducted appropriately and consistently.

Assess Your Decision-Making

Determining whether a workplace investigation is required isn’t always a simple yes-or-no decision. Every complaint has unique circumstances that should be carefully considered before deciding how to proceed.

To help employers and managers build confidence in making these decisions, Liquid HR has developed a Workplace Investigation Assessment Quiz.

Using practical workplace scenarios, the quiz encourages you to assess the factors that influence whether a formal workplace investigation may be appropriate, helping you make more informed and consistent HR decisions.

Take the Workplace Investigation Assessment Quiz to test your knowledge and strengthen your approach to managing workplace complaints.