🔍 Monday Morning Inside Investigations

Mediation vs Investigation – Knowing the Right Path

When conflict arises in the workplace, leaders often face a crucial decision: Should we mediate, or should we investigate? Getting this wrong can escalate problems rather than resolve them.

Mediation works best when:
✔️ The issue is about miscommunication or strained relationships
✔️ Both parties are willing to participate in good faith
✔️ There’s no allegation of serious misconduct or breach of policy

Investigation is necessary when:
⚠️ Allegations involve bullying, harassment, discrimination, or misconduct
⚠️ Safety or compliance obligations are at risk
⚠️ The facts need to be tested and documented to support decisions

Employers who jump to mediation when an investigation is required risk undermining staff trust and failing their legal obligations. Conversely, launching an investigation when mediation could resolve the matter can waste resources and escalate tensions.

At Regional Queensland Investigations, we help organisations choose the right approach—providing impartial workplace investigations when facts must be established, and guiding leaders when mediation is the more effective path.

Because resolving workplace issues isn’t one-size-fits-all—it’s about applying the right process at the right time.

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