You should engage a workplace relations advisor to investigate allegations of serious misconduct, harassment, discrimination, bullying, or policy breaches, particularly where liability or reputational damage may arise. Our advisors provide independent, impartial expertise, ensure procedural fairness and help safeguard your business from legal risk.

Effective grievance management provides employees with a clear process to address issues, ensuring they feel heard and valued. This ultimately helps your business by boosting employee morale, improving productivity and retention, preventing and resolving conflicts, reducing costs associated with external disputes, and fostering a positive, transparent, and trustworthy workplace culture.

Termination refers to the end of employment which may occur due to performance or misconduct. Redundancy is a specific form of termination that happens when a role is no longer required because of restructuring, technology changes or business closure, not because of the employee’s actions. Unlike other types of termination, redundancy generally entitles the employee to redundancy pay.

Workplace mediation is a voluntary, confidential process led by an impartial mediator to help resolve conflicts and disagreements within an organisation. A mediator will facilitate open communication, support mutual understanding and guide parties toward fair, practical solutions.

An independent workplace investigator is needed for serious misconduct, harassment, discrimination, bullying or policy breaches, particularly if there are concerns of legal risk, reputational damage or procedural fairness.

Our independent service ensures unbiased assessment, credibility of findings and protection for both your organisation and employees.

Yes, workplace investigations do differ between Australian states due to variations in state-specific laws, particularly in relation to anti-discrimination laws, employee rights, and recording consent requirements. Each state and territory can have its own set of rules and regulations that employers and employees must follow. Our assistance will ensure you are aware of the specific legal landscape and requirements in your jurisdiction. 

You should engage an external workplace mediator when conflicts, miscommunications, or personality clashes disrupt work and internal resolution efforts have failed or appear biased. External mediators have no prior involvement, gather information directly from employees, and remain impartial, focusing solely on achieving a fair and positive outcome for all parties.

You should seek external workplace relations advice before proceeding with a termination to ensure the process is fair, compliant, and properly documented. Our advisors provide guidance on performance management, misconduct investigations, redundancy obligations, notice periods, and potential risks, helping minimise the chance of unfair dismissal claims or other legal issues.

When should I engage a workplace investigator?

You should engage a workplace relations advisor to investigate allegations of serious misconduct, harassment, discrimination, bullying, or policy breaches, particularly where liability or reputational damage may arise. Our advisors provide independent, impartial expertise, ensure procedural fairness and help safeguard your business from legal risk.

How can grievance management services help my business?

Effective grievance management provides employees with a clear process to address issues, ensuring they feel heard and valued. This ultimately helps your business by boosting employee morale, improving productivity and retention, preventing and resolving conflicts, reducing costs associated with external disputes, and fostering a positive, transparent, and trustworthy workplace culture.

What’s the difference between termination and redundancy?

Termination refers to the end of employment which may occur due to performance or misconduct. Redundancy is a specific form of termination that happens when a role is no longer required because of restructuring, technology changes or business closure, not because of the employee’s actions. Unlike other types of termination, redundancy generally entitles the employee to redundancy pay.

What is the workplace mediation process?

Workplace mediation is a voluntary, confidential process led by an impartial mediator to help resolve conflicts and disagreements within an organisation. A mediator will facilitate open communication, support mutual understanding and guide parties toward fair, practical solutions.

When is an independent workplace investigation required?

An independent workplace investigator is needed for serious misconduct, harassment, discrimination, bullying or policy breaches, particularly if there are concerns of legal risk, reputational damage or procedural fairness.

Our independent service ensures unbiased assessment, credibility of findings and protection for both your organisation and employees.

Do workplace investigations differ by state or city?

Yes, workplace investigations do differ between Australian states due to variations in state-specific laws, particularly in relation to anti-discrimination laws, employee rights, and recording consent requirements. Each state and territory can have its own set of rules and regulations that employers and employees must follow. Our assistance will ensure you are aware of the specific legal landscape and requirements in your jurisdiction. 

When should I engage an external workplace mediator?

You should engage an external workplace mediator when conflicts, miscommunications, or personality clashes disrupt work and internal resolution efforts have failed or appear biased. External mediators have no prior involvement, gather information directly from employees, and remain impartial, focusing solely on achieving a fair and positive outcome for all parties.

When should I use an external consultant for termination advice?

You should seek external workplace relations advice before proceeding with a termination to ensure the process is fair, compliant, and properly documented. Our advisors provide guidance on performance management, misconduct investigations, redundancy obligations, notice periods, and potential risks, helping minimise the chance of unfair dismissal claims or other legal issues.

How do I manage underperformance fairly and lawfully?

To manage underperformance fairly and lawfully you should document issues, set clear expectations, hold formal meetings with support, implement a Performance Improvement Plan, provide feedback, monitor progress and keep records. Our workplace relations consultants can assist to ensure your processes are fair, consistent and allow the employee opportunity for response before final decisions are made.