Independent Workplace Investigation Services Sydney

Independent & External Workplace Investigations in Sydney
Expert external workplace investigator delivering fair, unbiased and fast investigations for organisations of all sizes.

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Australian workplaces today are legally obliged to protect employees from inappropriate, unlawful conduct in the workplace. Unfortunately, bullying, discrimination and sexual harassment are still rife in many workplaces.

When these issues are not handled correctly by organisations, they are of course widening their legal exposure. Each year there are an increasing number of matters that end up in court and tribunals. At Segal Conflict Solutions, we provide independent workplace investigation services across Sydney that help organisations handle sensitive matters with fairness, confidentiality, and efficiency.

Why choose an independent workplace investigator?

Objectivity

Internal teams can be too close to the situation. An external investigator brings an impartial view, free from workplace politics or perceived bias.

Expertise

Workplace investigations require specialised training, interview skills, and a sound understanding of employment law and procedural fairness, areas most internal HR teams aren’t fully equipped for.

Efficiency

With a clear process and defined timelines, external investigators complete matters faster, allowing organisations to focus on business continuity instead of internal conflict.

Confidentiality

Employees are more open when speaking to someone outside their organisation. Independent investigators ensure information stays protected and handled discreetly.

Reduced Risk

A poorly run internal investigation can lead to legal exposure, employee claims, or reputational harm. Independent professionals provide defensible processes that stand up to scrutiny.

Restored Workplace Trust

Having an independent party manage the process demonstrates fairness and transparency, rebuilding confidence among staff and leadership alike.

Meet Saranne Segal — Independent Workplace Investigator

Saranne Segal, workplace investigator, mediator

Saranne Segal is an experienced workplace investigator, mediator, and lawyer with over 25 years of experience resolving complex employment matters across Sydney. She has conducted hundreds of independent workplace investigations in government, corporate, and not-for-profit settings.

Qualifications and Accreditations

Bachelor of Laws (LLB)
Bachelor of Arts (BA), Psychology major
Masters degree in Industrial Relations and Human Resources Management
Vocational Graduate Diploma in Family Dispute Resolution
Member of Australian Mediation Association
Accredited with the Attorney General’s Department – Family Dispute Resolution Practitioner

Speak with Saranne about your workplace concern

Our Workplace Investigation Process

Meet with a representative of the organisation for an overview of the situation.
Assess what action is required and how long the investigation will take.
Review all relevant documentation, including policies and procedures, grievance documentation and written correspondence. Interview all parties individually with a support person present if requested and take written statements.
Interview (any) witnesses named by both parties. Examine ‘hard’ evidence if available, such as video surveillance tapes, emails and letters.
Analyse all the facts.
Draft an investigation report on the findings.
Provide recommendations for dispute resolution.
Offer risk management having identified the risks that contributed to the origins of the investigation.
Reduce future risk by positively influencing the workplace culture to avoid the same thing or something similar happening again.

Our Approach as Experienced Workplace Investigators

Fair

Everyone has the right to be heard and entitled to a support person.

Neutral

Unbiased conclusions, not taking sides or representing either party.

Confidential

Never disclosing anything discussed outside of the process.

Empathetic

Treating all individuals with respect and care.

Efficient

Initial meetings set up within seven days.

When You Might Need Our Workplace Investigation Services

Women lift the palm stop violence and sexual abuse

A group of four colleagues in a tense meeting, with two employees in the foreground actively arguing, while a third listens and a fourth appears stressed in the background.

an employee exprience bullying asking help

Workplace bullying, harassment, discrimination
Employee grievances, whistleblower complaints
Misconduct (fraud, theft, serious policy breach)
Conflict between staff or between staff and management
Performance issues escalating to investigation
Safety/WH S incidents with HR/employee relations implications
Investigation readiness (“We need to show we can respond properly if something happens”)

FAQs

How long does a workplace investigation take?

Generally the process, which includes coordinating and conducting interviews and writing a report, takes between two to three weeks.

This depends on the number of people interviewed, evidence for review and complexity of the issue.

We commit to starting the process within seven days or sooner if it’s of a very serious nature. Read this guide for more info.

How much does workplace investigation cost?

Our rates are competitive and will cost just a fraction of what possible court action may.

Badly managed situations, without professional and independent help, could end up in costing tens of thousands in court. So, it can literally pay to bring us in as external mediators or investigators.

Why conduct a workplace investigation?

Workplace investigations find facts to help resolve complaints or issues in the workplace quickly. This can help avoid the matter escalating into a court claim.

What is included in a workplace investigation service?

A comprehensive workplace investigation includes interviews with all relevant parties, document review, evidence analysis, and a detailed findings report. It ensures fairness, confidentiality, and compliance with organisational policies and Australian employment law.

How do I know if a workplace investigation is necessary?

If there are allegations of bullying, harassment, misconduct, or breaches of policy, an investigation may be required. When internal relationships are strained or neutrality is questioned, engaging an external investigator provides independence and credibility. Read this guide for more info.

How is confidentiality maintained throughout the process?

All discussions, evidence, and reports are handled discreetly. Only those directly involved are informed, and all participants are reminded of their confidentiality obligations to protect privacy and organisational trust.

Can Segal Conflict Solutions assist with mediation after the investigation?

Yes. Once the investigation concludes, we can help rebuild relationships, address communication issues, and restore a positive workplace culture through tailored post-investigation mediation sessions.

Will an investigation affect staff morale or workplace culture?

A transparent, fair process can actually strengthen culture. When staff see that complaints are taken seriously and handled impartially, it builds trust and reinforces a respectful work environment.

What happens if someone refuses to participate in an investigation?

Participation is voluntary, but the process continues based on available evidence. Non-participation is documented, and findings are drawn from the remaining information to ensure procedural fairness.