A workable scope identifies
- The conduct or events to be examined
- The policies, standards, or factual questions in issue
- The investigator, instructing contact, and decision maker
- The expected report, timeframe, and communication path
Guidance · Reviewed 28 July 2026
How a Workplace Investigation Works
A defensible result begins before the first interview.
The process should move from a defined decision and fair scope to relevant evidence, tested accounts, reasoned findings, and a report that makes its limits clear.
Five stages
A clear sequence with room to follow the evidence.
- 01
Triage
Identify immediate safety, reporting, support, conflict, authority, preservation, and legal-advice needs.
- 02
Scope
Define the allegations or factual questions, applicable material, deliverable, roles, timeframe, and decision maker.
- 03
Evidence
Preserve and gather relevant records, identify witnesses, and plan interviews without assuming the answer.
- 04
Test
Put material issues fairly, seek responses, resolve discrepancies where possible, and pursue relevant new lines of inquiry.
- 05
Report
Explain the evidence, reasoning, findings, unresolved issues, and limits so the client can make its own decision.
The terms of reference
Specific enough to be fair, flexible enough to follow relevant evidence.
Scope control also requires
- A process for genuinely new allegations
- Separation between investigation and disciplinary decisions
- Confidentiality language that does not promise the impossible
- Documented reasons for material inclusions and exclusions
Quality controls
A report is only as strong as the path used to reach it.
Questions to ask before relying on a finding
- Relevant?Did the evidence answer the scoped question?
- Tested?Were material conflicts examined?
- Fair?Was adverse material put properly?
- Explained?Can the reasoning be followed?
The Fair Work Ombudsman describes investigation as collecting and examining evidence before deciding whether workplace laws were followed. The Fair Work Commission’s guidance emphasises reasonable investigation and a fair opportunity to answer allegations. See the Fair Work Ombudsman investigation overview and Fair Work Commission guidance.
General information only
Need an independent process?
Start with contact details and the broad category. Do not send allegations, witness names, evidence, or health information initially.
This guide is not legal or industrial-relations advice. Tasmanian inquiry-agent licence number: TBA.