Resources for employers
Plain-English guides to workplace investigations and the laws behind them, written for employers in Queensland and across Australia. Each guide links to the official sources it relies on. General information only, not legal advice.
- When should an employer use an external workplace investigator?Use an external investigator for serious allegations, complaints about senior staff, or when no one internal is trained, independent and available.
- The positive duty to prevent sexual harassment: what employers must doSince December 2022, employers must take reasonable and proportionate measures to prevent sexual harassment. The seven AHRC standards and first steps.
- Queensland sexual harassment prevention plans: what the WHS rules requireSince 1 March 2025, Queensland PCBUs need a written sexual harassment prevention plan where a risk is identified, including how reports are investigated.
- Psychosocial hazards in Queensland workplaces: a guide for employersWhat Queensland employers must do about psychosocial hazards: the 2022 Code of Practice, WHS Regulation ss 55A to 55D, 14 common hazards, 2026 update.
- Procedural fairness in workplace investigationsProcedural fairness means a fair hearing and an unbiased decision-maker. Practical steps, the standard of proof and common workplace investigation mistakes.
- How long does a workplace investigation take?Investigation timeframes depend on allegations, witnesses, availability and evidence. What slows investigations, why delay is risky, how to stay on track.
- Workplace investigation vs mediation: which one do you need?An investigation makes findings on allegations; mediation helps people resolve conflict. When each fits, and why serious allegations need an investigation.
- What goes in a workplace investigation report?A section-by-section guide to the investigation report: scope, allegations, method, evidence, responses, analysis and a reasoned finding on each allegation.
- Investigation findings and unfair dismissal: what the Fair Work Commission looks atWhen a dismissal follows an investigation, the Fair Work Commission weighs valid reason, notice and opportunity to respond (s 387). Lessons for employers.