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Independent workplace investigations for Australian organisations. Full external investigations, support for your internal team and outcome advice for complaints of bullying, harassment, discrimination and misconduct, built on tested models for sound decisions.
WHY CLIENTS COME TO US
A workplace investigation is one of the most consequential HR processes an employer can undertake, and complaints rarely arrive at a good time. One rushed letter or a conflicted investigator can turn a manageable matter into a claim.
CREDENTIALS
WHO THIS IS FOR
Organisations usually call us at a moment when getting it wrong would cost far more than getting help. Some need us to run the whole investigation. Others want an experienced investigator in their corner. Based in Melbourne, we investigate workplace complaints for organisations across Australia.
98%
of aged employee relations cases resolved within four months for a large Victorian aged care provider
MATTERS WE INVESTIGATE
We investigate complaints involving employees at every level, from frontline teams to the executive and board. These are the matters we're most often asked to handle.
Complaints under the Fair Work Act, the Sex Discrimination Act (including the positive duty) and your code of conduct.
Grievances and workplace conflict
Racial, disability and other discrimination
Misconduct involving money, data or conflicts, investigated with the evidence trail your auditors, board or insurer expect.
Senior executive and board misconduct
Whistleblower disclosures
Incidents that also engage your WHS and psychosocial safety duties, including matters that may need to be referred to police.
PSYCHOSOCIAL SAFETY ASSESSMENTS
Repeated complaints, cross-complaints or a team in ongoing conflict often point to hazards in how work is designed, led and supported. Investigating individual allegations won't fix those. A psychosocial safety assessment looks at the whole team, so you can address the cause as well as the conduct.
Several complaints from one team, counter-allegations, rising turnover or unplanned leave, or investigation findings that point to wider problems.
Psychosocial hazards such as high job demands, low support, poor role clarity, conflict, bullying and harassment. We use confidential interviews, surveys and a review of your people data.
A clear report on the hazards present, the level of risk and practical, prioritised controls, along with a record of the steps you've taken to manage the risk.
Employers must identify psychosocial hazards and eliminate or reduce the risks so far as is reasonably practicable. In Victoria, the Occupational Health and Safety (Psychological Health) Regulations 2025 have applied since 1 December 2025. Work health and safety laws in other states and territories set similar duties.
WHY IT WORKS
Every investigation follows our tested procedure and templates, built from years of overseeing investigations, for risk mitigation and sound decision-making. Most run two to eight weeks.
We help you assess the complaint, advise whether a formal investigation is needed and agree clear terms of reference.
We frame the allegations, interview the parties and witnesses, and review the evidence, giving everyone a fair hearing.
You receive a clear report with findings on each allegation, so your decision-maker can act with confidence.
We advise on proportionate outcomes and next steps, then draw on O-HR's broader HR expertise to address what sits behind the issue.
WAYS OF WORKING TOGETHER
Choose an independent investigation, support for your own team, or expert review at the points that matter most. Every option is shaped around your policies, your people and the risk involved.
WHAT CLIENTS SAY
I just wish to thank you for your time and efforts in this matter. It was a new scenario for me and I felt like I have learnt a lot from the process, particularly in ensuring it is a neutral and fair process on both sides. As always, it is a huge comfort knowing you are here to support and assist!
Operations Manager, LUXURY HOTEL
MEET YOUR LEAD INVESTIGATOR
I've spent nearly 20 years leading employment relations across large, multi-site and regulated workforces in retail, travel and aged care. I've investigated and resolved matters from frontline conduct through to executive allegations, often where the stakes for people and the organisation were high.
Our investigation procedure and templates come from that experience. Every matter is independent, evidence-led and humane. We keep fact-finding separate from decision-making, keep people informed, and leave clients better equipped for the next one.
An impartial process to establish the facts about a workplace complaint. An investigator with no stake in the outcome gathers and tests the evidence, gives each person a fair chance to respond, and makes findings on each allegation. The employer then decides what action to take.
When the allegations are serious or involve senior people or HR, when internal independence could be questioned, when your enterprise agreement or policy requires an independent investigator, or when your team doesn't have the time or experience to run the process well.
Most investigations run four to eight weeks. Timing depends on the number of allegations and witnesses, and people's availability. We agree a timeline at the start and keep you updated if anything changes.
The civil standard, the balance of probabilities. For serious allegations we apply the principle from Briginshaw v Briginshaw, which means the more serious the allegation, the stronger the evidence needed before a finding is made.
Respondents are told the allegations in enough detail to respond, are offered a support person at interviews, and can respond to relevant evidence before findings are made. Complainants and witnesses are treated with the same care and respect.
We limit information to the people who need it to run and decide the matter, and ask everyone involved to do the same. Confidentiality can't be absolute, because some information must be shared to give people a fair hearing, and records may be required if the matter goes to a court, tribunal or regulator.
No. We make findings of fact and, if you ask, advise on proportionate options. Your nominated decision-maker decides any outcome, including disciplinary action.
An investigation tests specific allegations about specific people. A psychosocial safety assessment looks at hazards across a team or workplace, such as job demands, role clarity, support and conflict, and recommends controls to reduce the risk of harm.
Yes. We work with organisations across Australia, in person and online.
Every engagement starts with a confidential 30-minute conversation about the complaint, the people involved and any immediate risks. We'll tell you whether an investigation is needed and which option fits. If it is, you'll receive a scoped proposal and terms of reference within two business days. We work in person or online across Australia, including Melbourne, Sydney, Brisbane, Adelaide and Perth.
At O-HR, we take pride in our commitment to excellence in human resources. As proud members of the Australian Human Resources Institute (AHRI), we stay at the forefront of industry standards and best practices.
Ground Floor, 68 Clarke Street, South Melbourne VIC 3205 (03) 8374 7693 hello@o-hr.com.au
Acknowledgment of country
