The Investigation That Nearly Went Wrong: What It Teaches About Trauma-Informed Workplace Investigations
Workplace investigations are often viewed as a structured, procedural exercise. A complaint is received, an investigator is appointed, interviews are conducted, and findings are made.
At its core, the purpose of a workplace investigation is clear: establish the facts in a fair and impartial way.
But in recent years, organisations across Australia have begun to recognise something important. The way a workplace investigation is conducted can have a significant impact on the people involved, and ultimately on the quality of the investigation itself.
This growing awareness has led to increased attention on trauma-informed workplace investigation practices.
Guidance from bodies such as the Australian Human Rights Commission, particularly through the positive duty framework under the Sex Discrimination Act 1984, encourages organisations to adopt person-centred approaches when responding to workplace misconduct and workplace bullying complaints.
Across Australia, including parts of the public sector such as Tasmania, investigative frameworks increasingly acknowledge the importance of considering the emotional and psychological impact of workplace complaints and HR investigations.
But what does this look like in practice?
When a Complaint Lands on the Desk
A mid-sized organisation recently received a complaint from a long standing employee.
The complaint described a pattern of behaviour from a manager that the employee believed amounted to workplace bullying. According to the employee, the manager regularly dismissed their ideas during meetings, interrupted them while speaking and occasionally criticised their work in front of colleagues.
Over time, the employee said they had begun to feel anxious about attending team meetings and had taken several days of sick leave because of the stress.
The organisation followed its usual process and engaged an independent workplace investigator to conduct the workplace investigation.
Interview dates were set. Documentation was gathered.
On paper, the workplace misconduct investigation appeared to be progressing smoothly.
However, during the first interview something unexpected happened.
The Interview That Stalled
When the employee began explaining what had occurred, they struggled to speak.
They paused frequently while recounting events. At one point they became visibly upset and asked for a moment to collect themselves.
In a traditional workplace misconduct investigation, the pressure can sometimes be to keep the interview moving. Investigators often work through a prepared list of questions and try to complete the session within a set timeframe.
But the investigator recognised that pushing forward in that moment would likely make the situation worse.
Instead, the interview paused.
The employee was given time to regain composure and the option to reschedule if necessary.
After a short break, the discussion resumed at a slower pace.
What followed was a much clearer account of the events that had taken place.
Why Trauma Can Affect Communication
Workplace complaints, particularly those involving workplace bullying, harassment or discrimination, can be emotionally challenging for the individuals involved.
For some people, recounting those experiences during a workplace investigation interview can trigger anxiety or distress. This can affect how they communicate.
Individuals may struggle to recall events in chronological order, pause frequently while explaining what happened, become emotional when discussing certain interactions, or worry about how their account will be received.
A trauma-informed workplace investigator recognises that these responses can be normal reactions to stressful experiences.
Rather than interpreting emotional responses as evasiveness or inconsistency, a trauma-informed approach focuses on creating conditions where people can explain their experience clearly and comfortably.
Often, that leads to better evidence.
Creating a Safe Investigation Environment
In the example above, several practical steps helped create a more supportive workplace investigation process.
These adjustments did not compromise the investigator’s responsibility to test the evidence or ensure procedural fairness in workplace investigations.
Instead, they helped create an environment where the participant could engage more openly with the investigation.
The Future of Workplace Investigations
Workplace expectations around workplace investigations in Australia continue to evolve.
For organisations, the message is becoming clearer: workplace investigations should not only be fair and thorough, they should also be conducted in ways that respect the dignity and wellbeing of those involved.
In many organisations, trauma-informed workplace investigations are quickly becoming the benchmark for conducting effective workplace investigations.
