Internal HR teams investigate well, until they can’t. The matter involves a senior leader. The complainant works closely with the investigator. The respondent disputes the process. The findings will be tested at the Fair Work Commission, in a civil claim, or in a regulator review. At that point, the value is in independence — and in a written report that demonstrates it.
This is the work Ethara was built on. I conduct workplace investigations as an external investigator — the same discipline that drives the verification work elsewhere on this site — with two decades of experience as a regulated investigator in complex matters and twelve years working inside HR, IR and compliance environments.
Scope and methodology
Ethara Advisory conducts workplace fact-finding under the engaging organisation’s own policies, procedures and industrial instruments. Every matter follows a procedurally fair process: allegations are particularised and put to respondents in writing, respondents are given a genuine opportunity to respond, and findings are made on the balance of probabilities against the evidence gathered from participating parties.
This methodology is structurally distinct from private investigation work. Ethara Advisory does not conduct surveillance or covert monitoring, does not perform background checks, does not make inquiries of third parties about an individual, and does not investigate any person who has not been given notice of the process and the opportunity to participate. All information is collected directly, with the knowledge and written consent of each participant.
That boundary protects clients as well as process. In Queensland, engaging an unlicensed private investigator is itself an offence under the Security Providers Act 1993, and reports produced through unlicensed inquiry work are open to challenge. Ethara Advisory’s methodology is structured to operate entirely through disclosed, consent-based processes under the client’s own policy framework — outside the activities that trigger licensing, and grounded in procedural fairness from first notice to final finding.
What I investigate
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Wage underpayment & award compliance Now a board-level risk after the 2025–26 Federal Court wage cases against major employers. Award and enterprise-agreement underpayment matters, classification review, annualised-salary and per-pay-period reconciliation, back-pay calculation and remediation — investigated with the full wage and award toolkit behind them.
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Bullying allegations Repeated unreasonable behaviour matters, assessed against the Fair Work definition and your policy framework — including allegations involving managers and senior leaders.
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Workplace harassment (excluding sexual harassment — see below)
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Discrimination Allegations of direct or indirect discrimination on protected attributes — in hiring, promotion, rostering, discipline or termination decisions.
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Misconduct General and serious misconduct — policy breaches, dishonesty, conflicts of interest, safety breaches and conduct warranting potential termination, where findings must withstand challenge.
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Grievances and procedural complaints Complaints about process, fairness or management decisions — including review of how an earlier internal investigation was conducted.
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Fraud and financial misconduct allegations Internal fraud, misuse of company funds or resources, procurement irregularities and falsified records — supported by Cert IV Fraud Control and investigative evidence-handling discipline.
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Whistleblower disclosures Investigation of protected disclosures where appropriately scoped — with the confidentiality, detriment-protection and reporting obligations of the whistleblower regime built into the process.
A note on sexual harassment investigations
I do not take sexual harassment matters. They require specialist trauma-informed practitioners, and there are excellent investigators in Australia who specialise in this area. I’m happy to refer.
Methodology
Investigations are conducted on the balance of probabilities standard, with findings written to evidentiary standard. Each investigation typically involves:
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Terms of reference Agreed with the engaging party at the outset.
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Document and record review
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Interviews With complainant, respondent and witnesses, conducted in a structured, recorded format.
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Analysis Of evidence against the allegations.
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Written report With findings, reasoning and (where requested) recommendations.
Procedural fairness is not negotiable. Both parties are given proper opportunity to respond. The reasoning is documented. Findings are made or not made on the evidence.
Why use an external investigator
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Independence Actual and perceived, both matter.
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Defensibility Investigations that get tested need to have been conducted properly from the outset.
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Releasing internal HR Your team isn’t trying to investigate someone they work with daily.
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Specialist methodology Interview technique, evidence handling and report writing benefit from being someone’s primary discipline, not a sideline.
Confidentiality and process
All investigations are conducted under strict confidentiality. Information is shared only as procedurally required. Records are managed in accordance with the Privacy Act and retained per agreed terms.
Professional Indemnity and Public Liability insurance held.
Credentials relevant to this work
- MBA
- Post-graduate Employment Law
- Member, Australian HR Institute (MAHRI)
- Two decades as a regulated investigator across complex matters
- Diplomas in Investigations and Statutory Compliance
- Cert IV Fraud Control