Category Archives: Policies

Bullying Investigations, Policies, Serious Misconduct, Workplace Investigations

Workplace Investigations and Psychosocial Risk: What HR Managers Need to Get Right in 2026

Posted on by Glen Thomasen
HR manager assessing workplace investigation and psychosocial risk in Australia
15
Sep

In this guide — jump to a section A Workplace Investigation Is Not the Same as a Psychosocial Risk Assessment The Investigation Process Itself Can Affect Psychosocial Risk 10 Investigation Mistakes That Can Increase Psychosocial Risk Procedural Fairness and Psychosocial Safety Are Not Opposing Concepts What Does Procedural Fairness Look Like in a Workplace Investigation? […]

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Code of Coduct, Policies, WHS Workplace Investigations, WHS Workplace Investigations VIC, Workplace Investigations

Managing Whistleblower Complaints Under the Public Interest Disclosure Act

Posted on by Glen Thomasen
Workplace whistleblower investigation under the Public Interest Disclosure Act in Australia
26
Feb

In this guide — jump to a section Understanding the Public Interest Disclosure Framework What Qualifies as a Public Interest Disclosure? Step 1: Immediate Risk Assessment Step 2: Preserving Confidentiality Step 3: Determining Investigation Independence Step 4: Establishing Clear Terms of Reference Step 5: Procedural Fairness Step 6: Evidence Gathering Step 7: Findings and Reporting […]

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Bullying Investigations, Policies

Anti-Bullying Orders and the Fair Work Commission: What Employers Need to Know

Posted on by Glen Thomasen
Illustration representing employer obligations under Fair Work bullying orders
07
Feb

In this guide — jump to a section Anti-Bullying Orders and the Fair Work Commission: What Employers Need to Know What Is a Fair Work Bullying Order? How the Fair Work Commission Defines Workplace Bullying What Is Not Workplace Bullying Who Can Apply for a Fair Work Bullying Order? What Powers Does the Fair Work […]

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Policies, Workplace Investigations

WHS Workplace Investigation Australia: Legal Obligations Every Employer Must Understand

Posted on by Glen Thomasen
WHS workplace investigation Australia showing employer legal obligations under Australian safety laws
23
Jan

In this guide — jump to a section WHS Workplace Investigations in Australia: Why This Matters Now What Is a WHS Workplace Investigation? Legal Duties Under Australian WHS Laws When Is a WHS Workplace Investigation Required? Officer Due Diligence and Personal Liability Regulator Expectations for WHS Investigations Why Independent WHS Investigations Are Often Necessary WHS […]

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Policies

How to Respond When Investigation Findings Don’t Go Your Way

Posted on by Glen Thomasen
Executive reviewing workplace investigation findings and preparing to deliver difficult outcomes
05
Jan

In this guide — jump to a section Understanding What Investigation Findings Actually Represent The Immediate Risk of a Poor Response Step One: Stabilise Internally Before Communicating Externally Managing the Complainant When Allegations Are Not Substantiated Managing the Respondent When Findings Are Unfavourable in a Different Way Managing the Workplace After a Contested Outcome The […]

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Policies

Confidentiality in Workplace Investigations (Australia) | Synergy

Posted on by Glen Thomasen
“Confidentiality in workplace investigations in Australia”
15
Dec

In this guide — jump to a section What confidentiality means in a workplace investigation (and what it doesn’t) Why confidentiality matters: the 9 real-world reasons Australia-wide privacy reality check: the employee records exemption isn’t a free pass The confidentiality “trap”: when organisations go too far What “good” confidentiality looks like in practice The limits […]

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mediation, Policies, Workplace Investigations

Mediation vs Investigation in the Workplace: How to Choose the Right Approach

Posted on by Glen Thomasen
"HR manager weighing mediation vs investigation in the workplace during a conflict meeting"
20
Nov

In this guide — jump to a section What’s the Difference Between Mediation and Investigation? The Core Question: What Problem Are You Trying to Solve? When Mediation Is the Better Option When a Workplace Investigation Is Essential Risks of Choosing Mediation When You Really Need an Investigation Risks of Investigating When Mediation Would Have Sufficed […]

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Code of Coduct, Policies, Workplace Investigations

The Hidden Cost of Workplace Incivility | Synergy

Posted on by Glen Thomasen
Two colleagues exchange dismissive looks in a meeting, illustrating workplace incivility
06
Nov

In this guide — jump to a section What workplace incivility looks like Insights from our neighbours—and why they matter here Leadership makes or breaks it What employers can do (practical steps) When to escalate Why this matters now Final thought FAQ The Hidden Cost of Rudeness: How Small Behaviours Undermine Your Workplace It might […]

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Code of Coduct, Policies, Workplace Investigations

Post Investigation Actions (Workplace): The Definitive HR Checklist & Next Steps

Posted on by Glen Thomasen
Post investigation actions workplace: HR team implementing fair outcomes and culture improvements.
02
Nov

In this guide — jump to a section Executive Summary 1) Close the Investigation—Properly 2) Decide and Implement Outcomes (Proportionate & Defensible) 3) Protect Health, Safety & Psychological Safety 4) Remedy the Root Causes (Not Just the Incident) 5) Communicate With Care (Trust > Detail) 6) Create and Execute a Return-to-Work / Team Reset Plan […]

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Policies, Reports

How to Write a Workplace Investigation Report: Structure, Example and Checklist

Posted on by Glen Thomasen
workplace investigation report writing guide
28
Oct

PRACTICAL GUIDANCE FOR HR AND INTERNAL INVESTIGATORS Make the evidence and reasoning easy to follow. A workplace investigation report should explain the scope, evidence, response to each allegation and reasons for the findings. This guide provides a report structure, an illustrative findings example and a checklist to use before finalising your draft. For employers and […]

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