Procedural fairness and natural justice
We give people clear notice of the allegations and a genuine opportunity to respond before findings are finalised. Investigators approach the matter impartially and assess the evidence objectively. This gives the decision-maker a reasoned account of what the evidence supports and helps maintain confidence in the process.
When can we help
External support can help when a complaint involves bullying, harassment, discrimination or other alleged misconduct. An independent investigator can be particularly valuable in sensitive matters involving senior people, potential conflicts of interest or concerns about confidence in an internal process.
If you are unsure whether a formal investigation is needed, we can help assess the concern and identify an appropriate next step.
What does an investigation involve
We begin with a briefing and review of background material, then agree the investigation scope and plan. We clarify the allegations and consider the relevant workplace policies and industrial instruments before gathering evidence through interviews and document review.
Our investigators are trained in trauma-informed practice, and this approach shapes how participants are informed and interviewed. We consider their circumstances and support needs while maintaining impartiality and testing the evidence. We assess evidence on the balance of probabilities, with care given to the seriousness of the allegations and the consequences of any findings.
We discuss expected timeframes at the outset and explain confidentiality expectations, including any limits arising from procedural fairness or other obligations.
What will your organisation receive
You receive a comprehensive, industrially sound report setting out the evidence considered and findings for each allegation, with reasons for those findings. The report explains the scope and any limitations, and refers to the relevant workplace policies or industrial requirements.
Your organisation retains responsibility for employment decisions. Where needed, separate Industrial Relations or Employee Relations advice can support the decision-maker with appropriate next steps. Recommendations on broader workplace issues can be included where agreed in the scope.
How to get started
Contact The BelRose Group to discuss your workplace concern and the support your organisation needs. Call 1300 308 707 or email support@belrosegroup.com.au.
Your questions answered
When should we consider an independent workplace investigator?
External support can help with alleged bullying, harassment, discrimination or misconduct, particularly where senior people, conflicts of interest or confidence in an internal process are concerns. We can also help assess whether a formal investigation is appropriate.
What does an investigation involve?
We review the background, agree the scope and clarify the allegations. Evidence is gathered through interviews and documents, considered against relevant workplace requirements and assessed on the balance of probabilities.
How do you apply procedural fairness and natural justice?
People receive clear notice of allegations and a genuine opportunity to respond before findings are finalised. Investigators consider the evidence impartially and explain the reasons for their findings.
Are your investigators trained in trauma-informed practice?
Our investigators are trained in trauma-informed practice, and this approach shapes how participants are informed and interviewed. Investigators remain impartial and test the evidence.
How quickly can an investigation commence?
An investigation can commence on the same day. The overall timeframe and cost depend on the complexity of the matter.
What will our organisation receive?
You receive a report covering the evidence, findings and reasons, together with the scope and limitations. Your organisation retains responsibility for employment decisions. Broader recommendations can be included where agreed.
What should participants understand about confidentiality?
We explain confidentiality expectations and any limits arising from procedural fairness or other obligations. Those expectations are discussed as part of setting up the investigation.
Jesse Evans
Former Roads and Infrastructure Coordinator at LGANT (NT)
The BelRose Group, led by Managing Director Bel, provided exceptional support during a very tricky workplace investigation.
Some of our amazing team...
Pamela Morales
Bel Beltz
