When a Reportable Conduct allegation arises, many organisations naturally look internally to determine who should investigate the matter.
Often, the first thought is to allocate the investigation to Human Resources or a senior manager.
While internal investigators play an important role in managing employee matters, Reportable Conduct investigations involving children require a different level of independence, expertise and procedural integrity.
Choosing the right investigator isn’t simply about who is available—it is about protecting children, ensuring fairness and maintaining confidence in the outcome.
Why Independence Matters
An investigation should not only be impartial—it must also be seen to be impartial.
Employees, volunteers, families, regulators and governing boards must have confidence that findings have been reached objectively and without bias.
Where an investigator has existing relationships with witnesses, managers or the person who is the subject of the allegation, questions may later arise about the fairness of the investigation.
Even where those concerns are unfounded, the perception of bias can undermine confidence in the final outcome.
An independent investigator removes much of this risk.
Internal Investigators May Face Conflicts of Interest
Many HR professionals are highly experienced in employee relations, workplace performance and disciplinary processes.
However, they may also:
- supervise or support employees involved in the allegation;
- have previously dealt with workplace conflicts involving the parties;
- be required to continue working with those involved after the investigation concludes;
- become witnesses themselves during the investigation; or
- be perceived as acting in the interests of the employer.
These circumstances do not necessarily prevent an internal investigation, but they should be carefully considered before appointing an investigator.
Specialist Investigation Skills Are Essential
Reportable Conduct investigations require more than simply gathering statements.
Investigators must be capable of:
- developing an investigation plan;
- identifying relevant evidence;
- interviewing witnesses appropriately;
- assessing credibility and reliability;
- analysing documentary and electronic evidence;
- applying procedural fairness;
- preparing evidence-based findings; and
- producing reports capable of withstanding scrutiny by regulators, courts or tribunals.
These are specialist investigative skills developed through formal training and practical investigative experience.
Procedural Fairness Must Never Be Compromised
Every person who is the subject of an allegation is entitled to procedural fairness.
This means they should:
- understand the allegations;
- have an opportunity to respond;
- have their response genuinely considered;
- be assessed impartially; and
- have findings determined solely on the available evidence.
Independent investigators are able to maintain this balance while ensuring child safety remains the highest priority.
Protecting Your Organisation
An independent investigation provides significant organisational benefits.
It demonstrates to:
- employees;
- volunteers;
- families;
- governing boards;
- insurers;
- regulators; and
- external stakeholders
that allegations have been managed professionally, objectively and in accordance with recognised investigative principles.
This can significantly reduce organisational risk and strengthen confidence in the investigation process.
When Should an Independent Investigator Be Considered?
While every matter should be assessed individually, organisations should strongly consider appointing an independent investigator where:
- allegations involve children;
- the allegations are serious;
- senior employees are involved;
- criminal conduct may be alleged;
- media attention is possible;
- there are multiple witnesses;
- conflicts of interest exist; or
- the outcome may later be reviewed externally.
Early engagement of an independent investigator often prevents procedural issues that become difficult to correct later.
Why Organisations Across Queensland Choose Regional Queensland Investigations
Regional Queensland Investigations provides independent investigative services throughout Queensland.
Our investigators assist organisations by delivering:
- impartial investigations;
- professional witness interviews;
- evidence-based findings;
- comprehensive investigation reports;
- procedural fairness throughout every investigation; and
- practical recommendations that support sound governance.
Our role is not to advocate for either party.
Our responsibility is to establish the facts and provide organisations with clear, objective and defensible findings.
Contact Regional Queensland Investigations
If your organisation requires an independent Reportable Conduct investigation anywhere in Queensland, Regional Queensland Investigations can assist.
We provide independent investigative services for schools, childcare providers, sporting organisations, disability service providers, government agencies and not-for-profit organisations throughout metropolitan, regional and remote Queensland.
Regional Queensland Investigations
📞 1300 870 923
Jason King is the Director of Regional Queensland Investigations Pty Ltd. He has a background in law enforcement, compliance, workplace investigations and corporate investigations, assisting businesses and organisations across regional Queensland and the Northern Territory.