Every workplace encounters employee disputes and misconduct
allegations. Investigating these complaints can be difficult as
they are often personal, complex and unpleasant. They also have
potential serious consequences for the people involved.
To ensure a proper investigation is conducted which is
procedurally fair, it needs to be determined who the best person is
to conduct the investigation. Should it be conducted internally,
perhaps by HR or senior managers, or externally by lawyers or
consultants?
There are a number of considerations to take into account that
will help with this decision.
Fairness and impartiality
It is important that whoever investigates a workplace complaint
is, and is seen to be, free of bias. It is most common for
investigations to be conducted internally, either by management or
HR staff. Although there are advantages to this, such as detailed
knowledge of policies and procedures and the particular workplace
culture, the obvious
