A one-page checklist of what to do and gather before you call a workplace investigator, so the first conversation is quick and the investigation starts on the right footing. You do not need every item ticked before you call; it simply helps you scope the matter.

General information, not legal advice. Free to use and adapt for your organisation, no sign-up needed. Check it against your own policies, award or enterprise agreement and contracts, and speak with a lawyer about your situation.

1. Safety and welfare first

Considered whether anyone is at immediate risk, and what interim steps may be needed (for example changes to rosters, reporting lines or work location). Take advice before standing anyone down.
Told the person who raised the concern what support is available, and what will happen next.
Considered whether the matter may need to go elsewhere, for example to police or a regulator, or whether it may be a public interest disclosure.

2. The complaint

A copy of the written complaint, or notes of what was reported, when and to whom.
The general nature of each allegation: what happened, roughly when and where, and who was involved.
Whether there is more than one complainant, or earlier related complaints.
Whether the matter involves sexual harassment or sex or gender-based harassment. If you are in Queensland and have a prevention plan, check what your plan says about how reports will be investigated.

3. Your obligations and documents

The policies that apply: code of conduct, bullying and harassment, grievance or complaints, and any investigation procedure.
The award or enterprise agreement that covers the people involved, including its dispute resolution clause.
Any disciplinary or investigation steps in employment contracts.
Relevant records you may be able to provide: emails, messages, rosters, CCTV, system logs.

4. People and logistics

Roughly how many complainants, respondents and possible witnesses there are. Names are not needed for the first call.
Rosters, swings, leave and sites that will affect when interviews can happen.
Whether anyone is represented by a union or will want a support person.
Any need for an interpreter, or for a female investigator.
Who internally will be the contact for the investigator, and who will make decisions once the findings are in. They should not be involved in the matter.

5. Scope, timing and budget

What you need: findings on specific allegations, help deciding whether to investigate, or guidance for your own investigator.
Any deadlines you are working to.
Your budget, so the scope can be tailored.

6. Keep it confidential

Kept the circle of people who know about the matter as small as possible.
Avoided sending names or sensitive details in a first email or web form.

Notes

Ready to talk it through? Book a free scoping call or call 0418 742 230. Employers only.

BION Partners · www.bionpartners.com/toolkit/before-you-call-an-investigator · General information, not legal advice. Checked 26 October 2026. Laws and guidance change; check the sources before relying on it.

Sources

Checked 26 October 2026. Laws and guidance change; check the source before relying on it.

Before you call an investigator: employer checklist