Workplace investigations into bullying, harassment, discrimination and misconduct, with defined allegations, fair interviews and evidence-based findings.
Workplace complaints need a process that both participants and decision-makers can understand. The investigation plan identifies each allegation, relevant policy, evidence source and opportunity to respond. Sceáwian provides factual findings for the authorised decision-maker, keeping the investigation separate from any disciplinary decision.
Each capability is scoped, collected and reported under written engagement and lawful-methods controls.
Independent investigation of complaints under a documented, procedurally fair process.
Sensitive enquiry into allegations of unlawful discrimination and workplace psychosocial hazards.
Investigation of alleged breaches of organisational code, values or policy.
Cases involving senior personnel, protected disclosures or reputational sensitivity.
Structured enquiry into cultural, leadership or behavioural concerns across teams or divisions.
Advisory input into remediation, communication and organisational learning.
A detailed operational manual for commissioning, conducting and reviewing fair, rigorous and defensible workplace investigations.
Sceáwian conducts all engagements under a written lawful-methods policy, applicable jurisdictional licensing, conflict-check protocol, chain-of-custody controls and the Australian Privacy Principles. Nothing on this page constitutes an offer to perform work outside those constraints. Scope, fees and permissible methods are agreed in writing before any collection commences.
Many matters require an integrated investigation, intelligence and visual approach.
An independent investigator may be useful when a complaint involves senior management, internal conflicts, several locations or allegations that require specialist evidence collection. Establish immediate welfare and safety arrangements separately; an investigation is not a substitute for urgent risk management.
Start with specific alleged conduct: who, what, when and where. Preserve email, messages, rosters and contemporaneous notes within authorised access. Plan interviews and accessibility support. Test conflicting accounts against independent records, give the respondent a meaningful opportunity to address material allegations and explain the reasoning for each finding.
Have the complaint, relevant policies, employment context, witness list and preservation requirements ready. Agree who can receive the report and whether recommendations form part of the brief. Confidentiality has practical and legal limits; avoid promising absolute secrecy to participants. See the Australian Workplace Investigation Field Guide for a commissioning checklist.