Clear answers.
A more informed next step.

A structured enquiry into workplace allegations. An investigator gathers and assesses relevant accounts and records, then reports findings against an agreed scope. It is a fact-finding process, not a predetermined disciplinary outcome.

No. The response depends on the concern, seriousness and circumstances. Some issues may suit early resolution or mediation; others call for formal enquiries. Discuss the appropriate approach before deciding on the scope.

Consider external support when internal relationships create conflicts, senior employees are involved, the matter is complex or your team needs additional capacity. An external investigator brings an independent perspective, rather than greater powers to obtain information.

A brief outline of the concern, the people or roles involved, location and any immediate timing issues will help the initial discussion. Keep relevant records intact and ask how detailed material should be provided.

Agree the scope and terms of reference, plan the enquiries, gather records and interviews, consider responses and assess the evidence. The report sets out findings and reasons within the agreed brief.

The timetable depends on the number of allegations, participants, records and follow-up enquiries. We discuss timing at the outset and keep clients informed as the work develops, rather than promise a fixed completion period for every matter.

A fair process gives people a meaningful opportunity to put forward their account and respond to relevant adverse information. The investigator should remain impartial and avoid prejudging the allegations.

Information is handled on a need-to-know basis. Some details may need to be shared so allegations can be examined fairly or obligations met. Confidentiality does not necessarily mean anonymity; ask about the limits before providing sensitive information.

Raise requests for a support person, interpreter, breaks or other adjustments before the interview. Confirm arrangements and the support person’s role with the investigator. Requirements can depend on the circumstances and applicable procedures.

Tell the investigator or your employer what is making participation difficult so the concern can be considered. Whether a direction to participate is lawful, and any consequences of refusing, require advice about the particular circumstances.

Review the invitation, identify relevant events and documents, and make a note of anything you need clarified. Distinguish what you personally observed from what others told you. Ask about the interview arrangements in advance.

Synergy reports findings of fact and, where included in the instructions, considers relevant workplace policies. The employer decides on any subsequent action and should seek appropriate advice before making disciplinary or dismissal decisions.

An unsubstantiated allegation is not, by itself, proof that a complaint was deliberately false. The organisation should consider the findings and whether workplace support, training or other follow-up remains appropriate.

Costs depend on the scope, complexity, number of participants and volume of evidence. We discuss an initial estimate, reporting requirements and expenses before engagement. Your proposal and service agreement confirm the applicable rates and terms.

Yes. Synergy supports clients across Australia, including regional areas, and works with organisations in New Zealand. We can discuss in-person interviews, video meetings or a combination suited to the matter.

Our team’s backgrounds include policing, government, HR, health, education, disability and community services. Explore individual profiles on our Team page and discuss the experience required for your matter.

Yes. We can discuss assistance with scope, planning, enquiries or reviewing an internal investigation report. The support needed and responsibility for each part of the process should be clear from the outset.

Call 1300 664 341 or use our Contact page for a free initial consultation. We discuss the matter, potential conflicts, proposed scope and costs. The service agreement and terms of reference define the engagement.