Workplace investigations can be one of the most challenging responsibilities for business leaders, managers and HR professionals. They require not only compliance with legal obligations, but also sensitivity, fairness and an approach that protects both the individuals involved and the integrity of the organisation.
Workplace investigations can be one of the most challenging responsibilities for business leaders, managers and HR professionals. They require not only compliance with legal obligations, but also sensitivity, fairness and an approach that protects both the individuals involved and the integrity of the organisation.
Please join our Managing Director and Principal, Athena Koelmeyer, as she provides an informative and practical approach on conducting workplace investigations. Topics covered will include:
What is a workplace investigation and when should one be conducted?
Who should conduct the investigation?
Best practice principles to consider when conducting an internal investigation.
The webinar will begin at 11.00 am (AEDT) on Wednesday, 8 October 2025.
Working remotely? Not at your desk? No problem, simply download the GoToWebinar app and listen wherever you may be.
This webinar is FREE for our valued clients!
If you are not a client, please email sydney@workplacelaw.com.au to express your interest in attending this webinar and we will be in touch.
Clients should register now to avoid missing out as places are strictly limited.
Please note Workplace Law reserves the right to decline registrations at its discretion.
When conducting workplace investigations, one issue that we commonly face is ensuring that the process is completed in a timely manner to minimise any disruption and uncertainty in the workplace. However, whilst investigations should be completed as quickly as possible, this must not come at the expense of procedural fairness being provided to all employees involved.
If considering taking disciplinary action due to an employee’s misconduct, it is critical that an employer makes a decision based on wrongdoing as opposed to a mere suspicion of wrongdoing.
With the raft of legislative changes to casual employment, many employers are asking themselves if there is any point in engaging employees on a casual basis?
In her usual entertaining and informative style, our Managing Director and Principal, Athena Koelmeyer, will guide employers through the tangled web of legislative obligations they face when dealing with an ill or injured employee.
Last year, the High Court of Australia handed down the landmark decision of Elisha v Vision Australia [2024] HCA 50 in which it found that an employee could recover damages for psychiatric injury for a breach of contract.
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