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BION Audit: an audit of your internal investigation process
The BION Audit is a comprehensive, independent audit of how your organisation investigates workplace complaints: your protocol, procedures, documentation and reporting. You receive a detailed report identifying vulnerabilities, areas for improvement and recommendations, so your internal team can investigate with confidence in best practice, rigour in analysis, and fairness and consistency in results.
Why audit your investigation process now?
Now more than ever, organisations must show employees, boards of directors and shareholders that they are committed to providing a safe workplace that cares about its people. Regulators expect it too:
- Queensland prevention plans. Since 1 March 2025, where a risk of sexual harassment or sex or gender-based harassment has been identified, Queensland’s WHS Regulation requires a written prevention plan that includes a procedure for how reports will be made, how they will be investigated and how outcomes are communicated.
- The positive duty. The Australian Human Rights Commission’s guidelines include a “reporting and response” standard, and a “monitoring, evaluation and transparency” standard.
- Unfair dismissal scrutiny. When a dismissal is challenged, the Fair Work Commission looks at whether the employee was told the reason and given an opportunity to respond. Weaknesses in an internal investigation can undermine the outcome.
What does the BION Audit cover?
Embracing a holistic approach, the BION Audit reviews your organisation’s internal investigations:
| Area | Typical questions we test |
|---|---|
| Protocol | How are complaints received, triaged and escalated? Who decides whether to investigate? How are conflicts of interest managed? |
| Procedures | Are allegations properly formulated? Are terms of reference used? Do respondents get a fair opportunity to respond? Are timeframes realistic and met? |
| Documentation | Are interviews, evidence and decisions recorded consistently and kept securely? |
| Reporting | Do reports make clear findings on each allegation, on the right standard of proof, with reasons? Are outcomes communicated appropriately? |
The questions above illustrate the kind of issues an audit examines. The scope of each BION Audit is agreed with you.
What do you receive?
Our dedicated team provides a detailed report identifying vulnerabilities, areas for improvement and recommendations to ensure fairness and trust in the investigation process, and to mitigate risk.
Your internal investigative team will be thoroughly prepared to build and sustain a culture of integrity and compliance.
Who is the BION Audit for?
- organisations with an in-house HR or people and culture team that runs its own investigations
- employers who have recently had an investigation challenged, or a complaint handled badly
- boards and executives who want independent assurance that complaints are handled fairly and consistently
- employers preparing or reviewing a Queensland sexual harassment prevention plan.
After the audit
We can provide training, tools and ongoing support to internal investigators and HR teams on workplace complaint best practice, then review and optimise over time. See workplace culture and HR.
General information only. This page explains the law in general terms and is not legal advice. For advice about your situation, speak with a lawyer.
Frequently asked questions
How is the BION Audit different from an investigation?
An investigation examines specific allegations about specific people. The BION Audit examines your organisation’s process for handling complaints and investigations, so future investigations are fair, rigorous and consistent.
Do you need to see confidential investigation files?
An audit is most useful when it can test real examples against your written procedures. How files are accessed, de-identified and stored is agreed with you before the audit starts.
Sources
- WorkSafe Queensland: Sexual harassment and sex or gender-based harassment
- Work Health and Safety (Sexual Harassment) Amendment Regulation 2024 (Qld)
- Australian Human Rights Commission: Guidelines for complying with the positive duty
- Fair Work Act 2009 (Cth) s 387 (AustLII)
Checked 22 October 2026. Laws and guidance change; check the source before relying on it.