Respond to a workplace complaint or investigation
Named in a workplace investigation? Get it handled properly.
When you are the subject of a workplace complaint or investigation, the next few weeks decide what happens to your employment, your reputation, and what gets recorded on your file. Investigations that look procedural at the start can end in termination if the response is handled badly. We help you understand what is being alleged, prepare your response in writing, attend the interviews alongside you, and protect your position throughout the process.
What does responding to a workplace investigation involve?
A workplace investigation is the process by which an employer investigates allegations of misconduct, performance issues, bullying, harassment, discrimination or other workplace conduct against an employee. Procedural fairness, drawn from the principles in the Fair Work Act 2009 (Cth) (the Act) and the common law, requires that the employee be told the specific allegations, given a real opportunity to respond, allowed a support person at meetings, and have their response considered before any decision is made. An investigation conducted without procedural fairness, or a response that fails to address the allegations properly, often ends in a dismissal that the employee then has to challenge under the Act.
What rights do I have during a workplace investigation?
Under the Act and at common law you have the right to be told the specific allegations in writing, to be given a reasonable opportunity to respond, to bring a support person to any meetings, and to have your response considered before any decision is made. These rights are part of procedural fairness, and a dismissal that ignores them is often found to be unfair.
Can I have someone with me at the investigation meeting?
Yes. You have the right to bring a support person to any disciplinary meeting under the Act. A support person can take notes, prompt you when needed, and witness what happens, but cannot answer for you. We attend meetings with clients in this role where appropriate.
Should I respond to the allegations in writing or just in the meeting?
Almost always in writing. A written response gives you time to think, structures your answer to each allegation, and creates a record that protects you if the investigation proceeds to a contested outcome. We draft your written response and prepare you for any follow-up meeting.
What happens if I do not respond at all?
The employer is entitled to make a decision on the allegations as it finds them. Silence is treated as a failure to engage with the process, and the employer will usually rely on the allegations as unchallenged. This rarely ends well for the employee, even when the underlying allegations are weak.
Allegations understood.
We break down what is actually being alleged and what the employer would need to prove.
Response prepared in writing.
A structured, drafted response that addresses each allegation, not an off-the-cuff answer in a meeting.
Position protected through the process.
We attend interviews where useful and keep your file in shape for what comes next.
Named in a workplace complaint? Get a lawyer in the room.
Investigations move fast and the first response shapes everything that follows. The first call gives you a clear view of what is at stake and how to handle it.
Asked to attend a meeting about allegations. You do not know what to say.
An allegation has been raised against you at work, a meeting has been scheduled, and you are being asked to respond before you have had time to understand what is actually being alleged or what the consequences could be. The wrong answer in the meeting can end the employment; the right answer needs preparation.
- We will read the allegations and identify what the employer is actually claiming.
- We will prepare your written response to each allegation, point by point.
- We will attend any disciplinary meeting with you as your support person.
- We will advise on whether to accept any procedural offers (suspension on full pay, redeployment, mediation).
- We will position your file for the outcomes that matter: no finding, formal warning, negotiated exit, or contested termination.
A workplace complaint has been raised against you and the meeting is on Thursday.
An email arrived from HR setting out allegations of misconduct, performance failure, or breach of the workplace code of conduct, and you are expected to respond at a meeting later this week. The allegations are vague enough that you are not sure what you are defending against, you are worried about what happens to your employment if it goes badly, and you do not have time to figure out the legal landscape on your own.
What's included in your workplace investigation response service
- Review of the written allegations and any documents provided.
- Drafted written response addressing each allegation, point by point.
- Preparation for the disciplinary meeting and likely questions.
- Attendance at the meeting as your support person where useful.
- Advice on procedural offers, suspension, redeployment, or mediation.
- Negotiated exit or defence of any disciplinary outcome that follows.
What happens when employees respond without advice.
Employees facing workplace investigations who respond off the cuff in the first meeting usually make the situation worse. The questions sound conversational but are designed to lock in admissions on the points the employer needs to make out the allegation. Without a written response prepared in advance, the employee fills in the gaps with explanations that read like confessions when the meeting notes are reviewed later. By the time the employee realises the file has hardened against them, the dismissal letter is being drafted and the response that should have been given is no longer available.
Here is how we run your response so the file holds up.
We pick up the allegations and read them carefully, identifying what the employer actually has to prove and where the gaps are in the case being put against you. We draft a written response that addresses every allegation specifically, makes the procedural objections that need to be on the record, and frames your position in a way that does not concede ground unnecessarily. We attend the meeting alongside you as your support person, take contemporaneous notes, and prompt you when the questioning starts to drift. By the time the investigation closes, your file shows a properly prepared employee defending serious allegations in good faith.
Three steps to handling the investigation properly.
Understand, respond, defend.
1
Allegations mapped.
We read the allegations carefully and identify what the employer has to prove and where the case is weak.
2
Response delivered.
We draft your written response and prepare you for the disciplinary meeting.
3
Matter resolved.
We attend the meeting, defend your position, and negotiate the outcome that follows.
Employment lawyers who defend employees in workplace investigations and disciplinary processes.
Being on the receiving end of a workplace investigation is unsettling in a way few people anticipate, and the natural impulse to just explain what happened is usually wrong. We have defended employees through workplace investigations across professional services, healthcare, retail, and corporate environments, and the consistent lesson is that the response prepared properly in writing is the response that protects the employment. Our team reads the allegations, drafts the response, and attends the meeting. You go in prepared, the process runs as it should, and the outcome reflects what actually happened.
We understand you want to know the cost, before we get started...
We will map out our process, from beginning to end, so you know what the journey will look like before you get started.
We will provide you with a clear and detailed Work Proposal covering each step along the way.
Our fair fees are all-inclusive. No hidden costs for telephone calls, emails, photocopying, couriers, or coffee.
Get advice before the disciplinary meeting.
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