INDEPENDENT INVESTIGATIONS · BRISBANE

Workplace investigations Brisbane

Careful investigation support when people and workplace concerns intersect.

Independent workplace investigations for Brisbane employers and HR teams managing sexual harassment, bullying, misconduct, discrimination and other sensitive complaints.

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Free initial consultation · 1300 664 341

EXPERIENCE ACROSS LOCATIONS

Amy Weber

Workplace investigator
Based in Brisbane

Investigative experience with a strong HR foundation.

Meet Amy →

SUPPORT FOR EMPLOYERS AND HR

When a sensitive complaint needs an independent response

A complaint may involve a power imbalance, concerns about retaliation or people who need additional support to participate. Those issues need careful planning alongside a fair opportunity for the respondent to understand and answer the allegations.

For Brisbane employers, we begin by discussing the concern, available information, participant needs and any potential conflicts. Amy’s combination of HR, industrial relations and investigative experience supports a process that takes workplace context seriously while keeping findings grounded in the evidence.

Investigation services for Brisbane organisations

Choose the support relevant to the concern, or speak with us about the appropriate starting point.

Sexual harassment investigations

Sensitive handling, respectful interviews and a fair assessment of competing accounts.

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Workplace bullying investigations

Structured enquiries into alleged conduct, relevant records and the workplace context.

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Internal investigation support

Practical assistance with scope, procedural fairness, evidence and reporting.

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MEET ONE OF OUR INVESTIGATORS

Amy Weber

Workplace investigator

Amy combines frontline policing experience with more than 15 years across human resources, industrial relations and investigative roles. Based in Brisbane, she is a licensed Queensland private investigator with experience in sensitive public and private sector matters.

Her work includes sexual harassment, discrimination, whistleblower disclosures and executive-level complaints. Amy brings trauma-informed interviewing experience, evidence-based reporting and ongoing specialist training in sexual harassment and sex-based harassment investigations.

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Our investigators support organisations across cities and regional towns, including through interviews via Microsoft Teams. They are not restricted to the city where they are based. We match each matter to suitable experience, availability and potential conflicts, and confirm arrangements when agreeing the engagement.

From the initial concern to clear findings

01

Discuss and scope

Clarify the allegations, immediate concerns, relevant policies and people involved. Agree the proposed enquiries, reporting needs and initial costs.

02

Gather and assess

Interview relevant participants and examine records. Test competing accounts and provide a fair opportunity to respond to allegations and relevant adverse information.

03

Report and decide

Receive findings and reasons within the agreed scope. Your organisation considers subsequent management action and any continuing workplace risks.

Planning your investigation

How do you approach interviews in sensitive matters?

We discuss communication and participation needs when planning the investigation. Amy’s approach includes trauma-informed practice and experience interviewing vulnerable parties. Support arrangements and respectful questioning work alongside impartial evidence assessment.

Can interviews be conducted remotely or in person?

Yes. Our investigators can conduct interviews via Microsoft Teams, supporting participants in different cities and regional towns. In-person arrangements can also be discussed. We consider privacy, accessibility and the evidence involved, and confirm the appropriate format and any travel requirements as part of the scope.

How much will an investigation cost?

Cost depends on the number of allegations and participants, the volume of records and the complexity of the enquiries. Start with an initial discussion so we can agree what is required and provide an estimate.

Does every complaint need a formal investigation?

No. An initial assessment helps identify whether an investigation, internal support, management action or another response is appropriate. An external investigator can be particularly useful where conflicts, seniority or complexity affect an internal process.

Discuss a workplace concern in Brisbane

Tell us about the matter, the experience you need and any immediate concerns. We will discuss a suitable next step.