A printable sheet to help you decide, and record why, whether a workplace complaint should be investigated internally, internally with external guidance, or by an external investigator. It uses the same five questions as our online self-check.

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.

The matter

Matter reference

Completed by (role) and date

Five questions

No.	Question	Yes	No
1	Could the outcome include dismissal or a serious warning?
2	Does anyone who would investigate report to, work closely with, or have a personal connection to the people involved?
3	Does the matter involve sexual harassment, violence, fraud or a whistleblower report?
4	Do you have someone trained in investigations who can give it the time it needs?
5	Would you be comfortable defending this process before the Fair Work Commission or a court?

Decision rule: if the answer to any of questions 1 to 3 is yes, or to question 4 or 5 is no, an external investigator is worth considering.

Six factors to weigh

Factor	Points to internal	Points to external
Independence	The investigator has no reporting line to, close working relationship with, or personal connection to anyone involved.	Risk of actual or perceived bias if handled internally.
Expertise	Someone experienced and trained in workplace investigations is available.	No one internal has investigation training or experience.
Capacity	The investigator has significant time available alongside their usual role.	Investigations are time-intensive and no one can give it the time.
Community	The people involved are not closely connected outside work.	Regional towns or remote sites where people know each other outside work.
Seriousness	Low-level, straightforward matters, or informal resolution.	Serious allegations, possible dismissal, senior respondents, multiple complainants, whistleblower reports.
Defensibility	Low risk of the decision being challenged.	Findings may be tested if a decision is challenged.

Decision

Internal investigation
Internal investigation with external guidance on the allegations, process and report
External investigator
Another proportionate response (for example informal resolution), because:

Reasons for the decision

Approved by (role) and date

The right response should be proportionate to the seriousness of the allegations. If a matter turns out to be more serious than it first looked, revisit this sheet. See ways to engage us or book a free scoping call.

BION Partners · www.bionpartners.com/toolkit/internal-vs-external-decision-sheet · 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.

Internal vs external investigation decision sheet