Introduction

Bullying complaints, fraud rumours, or a health-and-safety breach can have a detrimental effect on morale and brand reputation. Moving too slowly or following the wrong process risks costly personal grievance claims and potential Employment Relations Authority scrutiny. Harris Tate’s Employment Team delivers fast, fully independent workplace investigations that uncover the facts, respect natural justice, and give decision-makers the information they need to act with confidence.

Independent Workplace Investigations Made Simple

Allegations of bullying, harassment, fraud or serious misconduct can derail a business fast. They can affect staff morale, cause reputational damage, and one wrong step can land you in the Employment Relations Authority. Harris Tate’s Employment Team operates fair, confidential workplace investigations that uncover facts, calm tensions, and keep you compliant with New Zealand employment law.

When Do You Need an Investigation?

Any time a complaint involves potential serious misconduct, including sexual harassment, discrimination, theft and health-and-safety breaches, it pays to bring in an impartial investigator. Using an external lawyer is recommended to comply with natural justice requirements, to reassure employees the process is unbiased, and to give any later decision more credibility. We can help you decide whether a full investigation, a preliminary fact-find, or facilitated resolution is the right call.

Our Step-by-Step Process

1. Scoping the brief – We meet with the decision-maker to confirm terms of reference, confidentiality, and timelines.
2. Gathering evidence – Emails, CCTV, documents and digital trails are preserved so nothing “goes missing.”
3. Interviewing witnesses – All parties are offered support people, clear questions, and the chance to respond to any adverse claims.
4. Weighing the facts – Using the balance-of-probabilities test required by the ERA, we assess credibility and consistency.
5. Draft findings – A provisional report is issued for comment, giving each side a final say.
6. Final report & recommendations – Delivered promptly, written in plain English, and ready to underpin any disciplinary or remedial action.

Keeping the Process Legally Sound

Our investigations apply the Employment Relations Act, relevant workplace policies, and good-faith obligations laid out in section 4 of the Act. We ensure cultural sensitivity and considerations are taken into account and respected, and we flag any health-and-safety issues that may trigger WorkSafe reporting. We keep clear records and our processes and reasoning ensures your organisation has a robust paper trail and support for its decisions if challenged.

Support for Employers & Employees

• Employers: We can act as independent investigators or advise your HR team behind the scenes. If you need help drafting suspension letters or managing media interest we can also support with that.
• Employees: If you are a respondent or complainant, we can explain the process, help you with preparing written statements and attend interviews with you to ensure your voice is heard.

Why Choose Harris Tate?

• Truly independent: No ties to internal politics.
• Fast turnaround: Clear timelines minimise disruption.
• Knowledgeable and experienced team.
• Plain-English reports: Action points you can use immediately.

Let’s Talk

A robust workplace investigation protects people, productivity, and your reputation. Contact Harris Tate today for straight-talking, experienced, investigation support that ensures the right independent process is followed to investigate and report on workplace issues and lets you focus on running your business.