When Should an Employer Start a Workplace Investigation in New Zealand?

Common Situations That May Require a Workplace Investigation

A workplace investigation may be necessary where concerns involve serious or ongoing issues that require formal examination.

Common situations include:

• workplace bullying complaints
• allegations of serious misconduct
• harassment or inappropriate behaviour
• conflicts of interest
• breaches of workplace policies
• whistleblower or protected disclosure complaints

In these situations, employers should carefully assess whether a formal investigation is required to establish the relevant facts.

Using a Workplace Investigation Process

Where an investigation is required, following a structured workplace investigation process is essential.

This typically involves:

• receiving and assessing the complaint
• planning the investigation
• gathering evidence
• interviewing relevant parties
• assessing the information
• preparing an investigation report

Following a clear process helps ensure that the investigation is fair, consistent and properly documented.

When to Engage an Independent Workplace Investigator

In some situations, organisations may benefit from engaging an independent investigator to conduct workplace investigations.

This may be appropriate where:

• allegations involve senior staff
• the matter is complex or sensitive
• internal resources are limited
• impartiality is important

Independent investigators can provide an objective assessment of the evidence and help ensure that the investigation process is conducted fairly.

Workplace Investigations Across New Zealand

Synergy Workplace Investigations provides independent investigation services to organisations throughout New Zealand, including Auckland, Wellington, Christchurch and regional areas.

Our experienced investigators assist organisations to determine when an investigation is required and to conduct fair, well-structured and defensible workplace investigations.