Independent workplace investigations for employers, councils, boards and organisations.
Regional Queensland Investigations conducts independent workplace investigations across Queensland for employers, HR teams, councils, government agencies, statutory bodies, boards, businesses and legal practitioners.
Workplace complaints require independence, procedural fairness, confidentiality and defensible findings. RQI helps organisations establish the facts and make informed decisions.
Independent workplace investigators Queensland organisations can rely on
Workplace complaints can quickly become complex, sensitive and high-risk. Allegations may involve competing accounts, incomplete records, long-standing interpersonal conflict, power imbalance, organisational politics, reputational risk and legal exposure.
RQI is engaged to investigate workplace misconduct, bullying, harassment, sexual harassment, code of conduct concerns, governance issues, conflict of interest, fraud, misuse of resources and other serious employment-related matters.
Our role is to assess the evidence, conduct fair enquiries, provide procedural fairness where required and produce a clear written report that assists the decision-maker.
What matters most
A workplace investigation must be handled carefully from the beginning. Poor process can create risk for everyone involved.
- Independent and impartial investigation approach.
- Clear allegation framing and scope control.
- Confidential handling of sensitive information.
- Procedural fairness for relevant parties.
- Evidence-based findings and clear reasoning.
- Reports suitable for employers, boards and lawyers.
Workplace investigation matters RQI assists with
RQI assists Queensland organisations with workplace and organisational investigations where independence, fairness and defensible findings are required.
Bullying and harassment
Independent investigation of workplace bullying, harassment, intimidation, inappropriate conduct and repeated unreasonable behaviour allegations.
Sexual harassment
Sensitive investigation of sexual harassment, inappropriate workplace behaviour, boundary issues and serious conduct complaints.
Misconduct
Investigation of employee misconduct, serious misconduct, breaches of policy, breaches of lawful directions and conduct concerns.
Fraud and dishonesty
Enquiries into fraud, theft, misuse of workplace resources, dishonesty, false claims, improper benefit or asset misuse.
Conflict of interest
Investigation of undisclosed relationships, secondary employment, procurement concerns, integrity risks and governance issues.
Leadership and culture
Independent review of complaints involving managers, executives, senior staff, boards, committees or workplace culture concerns.
Workplace investigations are not HR guesswork
A defensible workplace investigation requires structure, independence, careful evidence handling and a clear understanding of procedural fairness.
RQI does not simply collect opinions or repeat allegations. We identify the issues, review relevant records, interview appropriate witnesses, test competing accounts and explain the evidence in a clear written report.
RQI workplace investigation methodology
Each workplace investigation is tailored to the complaint, the organisation, the risk level and the decision-maker’s needs.
1. Initial review
We review the complaint, background material, policies, parties involved, potential conflicts and the organisation’s objective.
2. Scope and allegations
We help identify the investigation scope, relevant allegations, issues for determination and evidentiary questions.
3. Investigation planning
We consider witnesses, documents, risks, sequencing, confidentiality, procedural fairness and reporting requirements.
4. Interviews and evidence
We conduct appropriate interviews and review relevant records, messages, documents, CCTV or other available material.
5. Procedural fairness
Where required, relevant parties are given a fair opportunity to respond to allegations or adverse material.
6. Findings and report
RQI provides clear factual findings, evidence analysis and a written report to assist the decision-maker.
Who engages RQI for workplace investigations?
RQI is engaged where an internal process may not be appropriate, independent review is needed, or the matter is too sensitive or complex to manage in-house.
Employers and HR teams
Support for complaints, misconduct allegations, employee conflict, policy breaches and internal risk matters.
Local government
Independent investigations for councils and local government bodies involving staff, governance, complaints or integrity issues.
Boards and committees
Assistance where allegations involve senior staff, executives, committee members, directors or governance concerns.
Law firms
Investigation support for employment law, litigation, workplace disputes, misconduct matters and evidence review.
Community organisations
Sensitive investigation support for not-for-profits, health services, community organisations and service providers.
Businesses
Independent support for small, medium and large businesses dealing with difficult staff or workplace conduct issues.
Why independence matters
Workplace complaints should not be investigated by someone who has a conflict of interest, a close working relationship with parties, prior involvement in the issue or a perceived stake in the outcome.
Independent workplace investigations can help organisations:
- Reduce perceptions of bias or pre-determined outcomes.
- Protect procedural fairness and confidentiality.
- Separate the investigation process from the decision-making process.
- Improve the quality and credibility of findings.
- Provide a clear record of what was considered.
- Support later legal, employment or organisational decisions.
Regional Queensland workplace investigation capability
Workplace investigations in regional Queensland often involve practical issues that are different from metropolitan matters. Smaller communities, staff relationships, travel distances, rosters, industry conditions and confidentiality risks all matter.
RQI is based in regional Queensland and understands the realities of conducting sensitive workplace investigations across regional, rural and remote locations.
Mackay and Whitsundays
Workplace investigation support across Mackay, Airlie Beach, Proserpine, Bowen, Moranbah and surrounding areas.
Central Queensland
Independent investigations across Rockhampton, Gladstone, Emerald, Biloela, Blackwater and nearby communities.
North Queensland
Workplace investigation services across Townsville, Cairns, Innisfail, Atherton, Charters Towers and surrounding areas.
Western Queensland
Investigation support for organisations operating in Mount Isa, Longreach, Roma, Charleville and remote locations.
Darling Downs
Workplace investigations across Toowoomba, Dalby, Warwick, Goondiwindi and surrounding districts.
Remote worksites
RQI can assist with matters involving mining, rural, local government, community and remote operational environments.
What clients receive
Depending on the agreed scope, RQI can provide a structured workplace investigation process from initial review through to final reporting.
Complaint review
Initial review of complaints, background material, policies, prior correspondence and relevant records.
Allegation framing
Assistance identifying clear allegations, issues for determination and relevant workplace standards.
Witness interviews
Interview planning, witness interviews, statement taking and careful documentation of relevant accounts.
Evidence review
Review of records, emails, messages, CCTV, documents, policies, rosters, access records or digital material.
Procedural fairness
Proper opportunity for relevant parties to respond where adverse material or allegations are being considered.
Investigation report
Clear written report setting out background, methodology, evidence, analysis, findings and recommendations where required.
Clear findings for decision-makers
RQI does not make disciplinary decisions for the employer unless expressly engaged for a specific advisory role. Our primary role is to investigate and provide findings based on the evidence.
This allows the employer, board, council, legal adviser or authorised decision-maker to consider the findings and determine the appropriate organisational response.
Workplace investigation FAQs
When should an employer use an external workplace investigator?
An external investigator may be appropriate where the matter is serious, sensitive, involves senior staff, creates a conflict of interest, carries legal risk, or requires independence and defensible findings.
Can RQI investigate bullying and harassment complaints?
Yes. RQI conducts independent investigations into bullying, harassment, intimidation, inappropriate conduct, workplace conflict and related behavioural complaints.
Can RQI investigate sexual harassment complaints?
Yes. RQI handles sexual harassment matters carefully and confidentially, with a strong focus on procedural fairness, evidence and appropriate handling of sensitive information.
Does RQI provide a written report?
Yes. Workplace investigation matters usually conclude with a written report setting out the background, methodology, relevant evidence, analysis and findings.
Can RQI work with our lawyer or HR adviser?
Yes. RQI is often engaged by or works alongside lawyers, HR advisers, employers, boards and decision-makers to ensure the investigation process is clear and properly scoped.
Related RQI investigation services
Workplace matters can overlap with corporate investigations, surveillance, insurance investigations, local government investigations and factual enquiries.
Need an independent workplace investigator?
If your organisation is dealing with a workplace complaint, misconduct allegation, bullying or harassment issue, fraud concern, governance matter or sensitive staff issue, RQI can assist.
We provide on-the-ground investigations across regional, rural and remote Queensland.
Prefer to send details first? Complete our Contact Form or book a confidential workplace investigation consultation.
QLD Security Firm Licence No: 4769679 | NT Inquiry Agency Licence No: LIA1213